TALENT

MANAGEMENT
MANAGEMENT
What is talent management?
What is talent management?
Talent management is a process that emerged in the
Attracting and recruiting qualified candidates with
competitive backgrounds
Managing and defining competitive salariesTraining and development

opportunitiesPerformance management processesRetention

programsPromotion and transitioning


Why Talent Management?
Why Talent Management?
Workforce cost is the largest category spend


Talent management requires strong


Benefits of implementing a talent-
Benefits of implementing a talent-
management program
management program
Providing these resources helps your employees achieve
Strategies for talent management
Strategies for talent management

Talent Management, usually referred as Human Capital Management, is the processrecruiting,

managing, assessing, developing and maintaining an organization's mostimportant resource—it's

people!The typical strategies include:-

1. Merge talent management data by having incorporated exceptional capabilities in


learning, performance, and compensation management software

2. Automate the talent management process into an online solution there by reducing


time and costs of performance reviews.

3. Recognize and close employee performance gaps by instantly turning automated


performances appraisals into training development plans.

4. Align training demand with performance needs and strategic goals directly there


by reducing time and money spent on non-strategic training activities.

5. Eliminate conflicting evaluation criteria by applying a standardized solution that


impose consistent language, feedback, and evaluation criteria

6. Use reliable, fair pay-for-performance initiatives

Purpose
Purpose
Identifying star performers at various levels


 Developing and Retaining them


Putting the Plan Into Action
Putting the Plan Into Action
Identify the talent programs that correspond to
the recruit/develop/deploy/retain
v Recruit


Internal / external recruiting, on-boarding programs

vDevelopment


Internal recruiting, learning and development,

performance management
vRetention


On-boarding, learning and development, rewards and

recognition programs
v
Challenges of talent management
Challenges of talent management
Attracting and retaining enough employees at all levels to
meet the needs of organic and inorganic growth.
Creating a value proposition that appeals to multiple
generations.
Developing a robust leadership pipeline.
Rounding out the capabilities of hires who lack the breadth
of necessary for global leadership.
Transferring key knowledge and relationships.


CONTD…



Redesigning talent management practices to attract
and retain Gen Y's.
Creating a workplace that is open to Boomers in
their "second careers.“
Overcoming a "norm" of short tenure and frequent
movement
Enlisting executives who don't appreciate the
challenge.

The Financial Value of Talent Management

The Financial Value of Talent Management

Increase Revenue

Customer satisfaction

Improve quality

Increase productivity

Reduce Cost

Reduce Cycle time

Increase Return to Shareholders

and Market Capitalization
Talent Management And HR
Talent Management And HR

 Talent management suddenly evoked the charm and attention
for the business world. Much of the reason may be due to
the fact that technology has finally begun to catch up.
Human resource management systems (HRMS) providers,
already present in many businesses, have begun to create
add-on applications that provide a strategic layer on top of
the more administrative HR functionalities they already
offer.
It seems obvious then that the functions that make up talent
management can no longer be viewed independently, or
hidden in HR or training departments if they are to be truly
successful. Rather, talent management must be counterfeit
from a true partnership between management and the
departments that oversee the "people function.“

Conclusion
Conclusion
Failures in talent management are mainly due to the
mismatch between the supplies and demand not due
to the failure in the concept.
We need a new way of thinking about the talent
management challenge. Talent management is not an
end in itself. It is not about developing employees or
creating succession plans. Nor is it about achieving
specific benchmarks like a five percent turnover rate,
having the most educated workforce, or any other
tactical outcome.
The goal of talent management is the much more
general, but the most important task of TM is to help
the organization to achieve its overall objectives