Talent Management - II

Conducted By

Dipankar Das
Key Processes in TM

Models of Talent Management

 TM Models – Introduction

• Strategic Perspective

• Process Perspective

• Cultural Perspective

• Competitive Perspective

• Developmental Perspective

• HR Planning Perspective

• Change Management Perspective

 Integrated TM Model
• Recruitment & Staffing
• Selection
Strategy • Talent Review
• Succession Planning
Business Strategy
Identify
HR Strategy

• Performance
Management
• Leadership • Leadership
Engagement Assessments
• Retention Analysis • Multi-rater Feedback
• Differentiated Talent • Engagement Surveys
Rewards Retain Assess
• Measuring Stewardship
Effectiveness

Develop
• Developmental • Career Planning
Planning • Talent Movement
• Executive Development • Coaching and
• Education Mentoring
• Leadership Skills • Early Career Programs
Integrated TM Model, Bersin, 2012
 HR Business Partner Model

1. The Strategy Advisor

2. The Impactful Storyteller

3. The strong data handler

4. Dependable Coach

5. The unbiased/neutral perspective

 Dave Ulrich Model of HR Roles
Future / Strategic Focus

Strategic Partner Change Agent

Management of Management of
Strategic Resources Transformation and
Change
Processes

People
Administrative Partner Employee Champion

Management of Firm Management of

Infrastructure Employee
Contribution

Day to Day / Operational Focus

 Case Study

Case Example

A major hospital in the US state of Georgia, called Health Hub, had a reputation which had spread beyond the
borders of the state. It was modern, however, not state of the Art. It was expensive but the services were fairly good,
however, not exceptional.

It was learned that a major chain of Hospitals, Columbus, known globally, had decided to set up a state of the art
Hospital very close to Health Hub. Initially it would have only half the number of beds as Health Hub, but would
add capacity down the next one year. It’s services would be priced similarly, but would offer the best in class
diagnostics and treatment.

Health Hub was concerned that employees would leave once a new hospital being built nearby opened its doors.  It
commenced workforce planning and decided to hire an HR Consultant to devise a Talent Development Model,
which would help the hospital retain its Talent.

You are the HR Consultant. Please help develop a Talent Development Model, which will help the Hospital stem the
loss of Talent.
 Develop HR Strategic TM Processes

Step I: Identify Organizational Goals/Priorities

Step II: Identify organizational drivers and challenges

Step III: Identify gaps

Step IV: Define HR priorities and gaps

Step V: Inventory TM processes/functions and address gaps

Step VI: Measure results and communicate