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Talent management diva

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Talent management diva

  1. 1. Talent Management By Divakar Badola 12/12/11 Ratan Global Business School
  2. 2. OVERVIEW <ul><li>Defining talent </li></ul><ul><li>Talent management ( TM ) </li></ul><ul><li>Talent management lifecycle </li></ul><ul><li>Talent development system </li></ul><ul><li>Components of TM </li></ul><ul><li>Strategies for TM </li></ul><ul><li>Conclusion </li></ul>12/12/11 Ratan Global Business School
  3. 3. “ Take twenty of our best people away, and I can tell you that Microsoft would become an unimportant company” - Bill Gates 12/12/11 Ratan Global Business School
  4. 4. GENERIC DEFINITION OF TALENT <ul><li>A special natural ability ( or aptitude) for a given thing Oxford Dictionary </li></ul>TALENT Identifiable Definable Quantifiable Attainable Verifiable 12/12/11 Ratan Global Business School
  5. 5. Talent management <ul><li>TM implies recognizing a person’s inherent skills , traits , personality and offering him a matching job </li></ul>12/12/11 Ratan Global Business School
  6. 6. Talent lifecycle “ If management makes things happen, talent makes it possible” 12/12/11 Ratan Global Business School
  7. 7. Talent development system 12/12/11 Ratan Global Business School
  8. 8. Recruitment Strategies Organization M & C Defining competencies Compensation And benefits Opportunities for Career growth Retention Strategies Internal Communications PMS Manager assessment Leadership Review Process Support for L & D TM Metrics HR objectives Business Objectives Components of Talent management 12/12/11 Ratan Global Business School
  9. 9. <ul><li>Superior Talents are the primary source of Competitive advantage ….. </li></ul><ul><li>…… . Talent Management holds the Key to business Success </li></ul>12/12/11 Ratan Global Business School
  10. 10. STRATEGIES FOR TALENT MANAGEMENT Defining talent Identifying talent Recruiting talent Training talent Retaining talent Developing talent Retiring talent 12/12/11 Ratan Global Business School
  11. 11. VOI 2 C 2 E for talent retention <ul><li>Vision -provide employees with a compelling Vision </li></ul><ul><li>Opportunity -Give employees opportunity to grow in the organization & learn new skills </li></ul><ul><li>Incentive -Reward good performance </li></ul><ul><li>Impact -Give employees the opportunity to do meaningful and challenging work </li></ul>12/12/11 Ratan Global Business School
  12. 12. VOI 2 C 2 E for talent retention <ul><li>Communication -Build culture that allows free flow of communication both vertically and laterally. </li></ul><ul><li>Community -Inculcate sense of belonging among employees( spread organizational pride) </li></ul><ul><li>Entrepreneurshi p- Provide sufficient organizational space for employees to learn and grow. </li></ul>12/12/11 Ratan Global Business School
  13. 13. People processes & practices impact organizational capability to attract and energize Talent. 12/12/11 Ratan Global Business School
  14. 14. HR challenge <ul><li>Developing top performers in a neutral environment – without discouraging rest of the employees- is a big challenge for the HR folks in a highly competitive business environment, where growing organizations are fighting it out to retain and induct talents. </li></ul>12/12/11 Ratan Global Business School
  15. 15. <ul><li>“ Get the Right people on the bus first and then figure out where to drive it”. </li></ul><ul><li> </li></ul><ul><li> Jim Collins </li></ul>12/12/11 Ratan Global Business School
  16. 16. Conclusion <ul><li>Key to success would be to formulate an unconventional  strategy , that will change the landscape of their organizations with respect to talent grooming </li></ul><ul><li>Talent wins market battles. </li></ul>12/12/11 Ratan Global Business School
  17. 17. Thank You 12/12/11 Ratan Global Business School