Professional Documents
Culture Documents
Talent Management Workshop
Talent Management Workshop
Talent Management Workshop
Olga Kanashina
Strategic HRM
Agenda
Course introduction
Introductions
Outline & Expectations
How well do I know myself?
Reflection
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“I’m (name)”
“My country of origin is…”
“I speak … languages.”
“I’m studying at C3S because…”
“My knowledge and experience are…”
“By the end of the studying I want…”
“One thing you need to know about me is…”
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Olga Kanashina
• 15+ years financial
sector as T&D
manager and Head
of Sales
• 6+ years in Higher
Education
• Training to be an
business coach
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MY EXPERIENCE
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Introductions
I fell in love…
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What happened next?
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Watch the video and have a think
about what is going to impact the
workforce of the future…
https://www.youtube.com/watch?v=EuDnSqAo784
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https://www.youtube.com/watch?v=nnboHTfYsfk
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How well do I know myself?
https://youtu.be/b2f2Kqt_KcE?si=iyhxiCzqxA90Enr6
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What do I have to offer an organization?
List 10 things.
"Creative Company Conference 2011" by Sebastiaan ter Burg is licensed under CC BY-SA 2.0 info@csss.es | www.csss.es
Choose 3 - give an example of when you demonstrated
each skill.
"Creative Company Conference 2011" by Sebastiaan ter Burg is licensed under CC BY-SA 2.0 info@csss.es | www.csss.es
Recent research shows that about 76% of
organizations with more than 100 employees
rely on assessment tools such as aptitude and
personality tests for external hiring. That figure
is expected to climb to 88% over the next few
years
(Harvard business review)
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Free personality test- 16 personalities
https://www.16personalities.com/free-personality-test
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McDonald’s Making Job Applicants Take Weird AI
Personality Tests
"Man I just want a dishwasher job."
https://futurism.com/mandatory-ai-hiring-tests
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Quiz “Secret talent`”
https://www.quizony.com/what-is-your-secret-talent/index.html
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HRM – Traditional definition
Traditional Definition:
Contemporary Definition:
Human Resource
Management (HRM) is an
‘art and science’.
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Importance of HRM for company success
1.Human capital : assisting the organization in obtaining the right number and types
of employees to fulfill its strategic and operational goals
2. Developing organizational culture: helping to create a climate in which
employees are encouraged to develop and utilize their skills to the fullest and to
employ the skills and abilities of the workforce efficiently
3. Helping to maintain performance standards and increase productivity through
effective job design; providing adequate orientation, training and development;
providing performance-related feedback; and ensuring effective two-way
communication.
4. Helping to establish and maintain a harmonious employer/employee
relationship
5. Helping to create and maintain a safe and healthy work environment
5
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Objectives of HRM
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Human resource
management models
Hard HRM: Soft HRM:
• Individualistic
• rejection/marginalization of • Workers viewed as exploitable
industrial relations assets.
• dismissal of contrasts of • more of concern with the
perspectives amongst chiefs and employee’s views
workers – these are thought to be • emphasis on employee
comparable relations
• emphasis on gaining work • employee involvement and
efficiencies commitment encouraged
• sharp financial focus • Humanistic edge of thinking
• development of core employees
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The matching model of HRM (hard)
27
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Case study
Introduction:
Apple Inc., one of the most renowned technology companies globally, is synonymous
with innovation, excellence, and groundbreaking products. Its success is a result of not
only visionary leadership and product design but also the strategic management of its
human resources. This case study explores how Apple Inc. has effectively integrated
HRM into its corporate strategy to achieve its goals.
Case Study Scenario: Under the visionary leadership of Tim Cook, Apple Inc. has set
ambitious goals for the future. The company aims to maintain its position as a leader in
technological innovation while simultaneously addressing challenges such as
employee diversity, talent retention, and global expansion.
Case Study Questions:
Introduction to HRM at Apple:
1.Provide an overview of Apple's approach to HRM, emphasizing its significance in the
organization.
2.Discuss how HRM aligns with Apple's corporate values and culture.
Goals of HRM at Apple:
3.Explore the primary goals of HRM at Apple, such as fostering innovation, diversify workforce,
and ensuring employee satisfaction.
4.Analyze how these HRM goals contribute to Apple's success in the tech industry.
Innovation and Talent Management:
5.Explain how HRM at Apple plays a pivotal role in driving innovation.
6.Discuss Apple's talent management strategies, including recruitment, development, and
succession planning.
Diversity and Inclusion:
7.Highlight Apple's commitment to diversity and inclusion in the workplace
8.Discuss strategies for managing a diverse global workforce..
Global Expansion and HRM: Evaluate the HRM challenges and opportunities associated with
Apple's global expansion.
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Practice
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VIDEO Apple Steve Job
https://youtu.be/f60dheI4ARg?si=AKBvAXTgPw3MoUuF
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Talent Management Framework
(TMF) Model
1.Emerging Talent
2.Management Development
3.Leadership Development
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Managing our Talent
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The LifeLine Reflection Activity
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Questions of reflection
•What do you think influenced you to get into your field of work?
•What experiences have I had in my life/career to date?
•How have these experiences influenced my development?
•Are there any themes/patterns which emerge?
•What values have been important for me along the way?
•What skills/knowledge/attitudes/behavior have I developed along
the way? Where have been the turning points?
•Which have been the happiest times? Which have been the
saddest times?
•When have I learned the most? How can this understanding help
me with regard to my future development?
•What would I pick out as milestones/significant achievements?
•Which individuals have been most important in my life/career to
date?
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Examining, reflecting, applying
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How Work and Personal Life
Influence Each Other
•Human relationships in work and personal life have much in
common.
Scenario: One student acts as a new employee/BA student joining the company,
while another student plays the role of the HR representative responsible for
onboarding.