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1. Talent Management in Organization
Yo u r C o m p a n y N a m e

2. Content
2
Talent Management Methodology
Performance Management
Employee Motivation
Talent Management Review
Talent Management Feedback
Succession & Career Planning
Employee Engagement Process
Training & Development
KPI Metrics and Dashboard

3. Talent Management Methodology
Talent Planning
Overview
Recruitment
Sources
Recruitment
Process
Talent
Planning
Current
Vacancies
Hiring Plan by
Department
Recruitment
Tracker
Talent
Acquisition
Talent
Development Plan
Talent Retention
based on Performance
Employee feedback
for Talent Retention
Talent Retention
Strategies
Retaining
Talent
3

4. Talent Planning Overview
Implement
Workforce Planning
› Get an accurate view of
current workforce data
› Identify functional
positions/roles
› Add text here
› Add text here
› Conduct a workload
analysis to understand the
work status
› Define the workforce
capabilities
› Add text here
› Add text here
› Add text here
› Analyse the current state
› Identify the ideal future
state
› Determine what gaps exist
› Add text here
› Develop and implement
action plan
› Add text here
Define & Identify
Workforce
Conduct Supply
Analysis
Conduct Demand
& Gap Analysis
Phase 1
Phase 2
Phase 3
Phase 4
4

5. Recruitment Sources
Advertisements
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Voluntary Applicants
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Internal Searches
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Employment Agencies
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Campus Placement
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Employee Referrals
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5

6. Recruitment Process
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capture your audience's attention.
Understands the Client’s Requirement
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needs and capture your audience's attention.
Sourcing Candidates
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needs and capture your audience's attention.
Shortlist Candidates
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needs and capture your audience's attention.
First Interview Round
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needs and capture your audience's attention.
Send for Final Interview
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needs and capture your audience's attention.
Job Offer
6

7. Current Vacancies
7
Roles & Responsibilities
Text Here
› Assist in the collection and/ or creation of data sets
› Thoroughly understand the functionality & features of research databases
› Play a role in the development of innovative data products
Job Position
Associate/ Senior Associate
Department
Research & Analytics
Min. Experience Required
1- 4 years

8. Hiring Plan by Department
Department Current Employee Strength Future Employee Target
Finance 60 63
Marketing 12 85
Operations 56 56
Human Resources 52 63
Strategy 62 26
Department 6 46 52
Department 7 21 52
Department 8 66 66
Department 9 53 56
Department 10 64 89
2018 2019
8

9. Recruitment Tracker
Process Total Referrals Targeted Sources Other Sources
Applications Received 120 70 40 10
Minimally Qualified 80 60 15 5
Assessments Conducted - - - -
Eligible Candidates - - - -
Interview Invite - - - -
Interview Accepted - - - -
Interviewed - - - -
Interested in Hiring - - - -
Job Offer Extended - - - -
Job Offer Extended - - - -
Reported for Duty - - - -
Oct’20-Dec’20
9

10. Training Area Module
Delivery Options
Time Classroom E-Learning Blended Off-the-Shelf Curriculum
Business
Business Communication 1/2 Days 1 Days 2 Days 1/2 Days 2/3 Days
Presentation Skills 2 Days 5 Days NA 2/3 Days NA
Add Text Here 1 Days 1/2 Days 3 Days 2 Days 3 Days
Add Text Here NA 2/3 Days 4 Days 2 Days
Customer Service
Dealing with Customer 1/2 Days 3 Days NA 3 Days 1/2 Days
Delivering Customer Focused Services NA 4 Days NA 2 Days 3 Days
Add Text Here NA 1/2 Days 1/2 Days NA 2 Days
Add Text Here 4 Days NA 2 Days
Human Resources
Training
Employee Review Training 1/2 Days NA 1/2 Days 2 Days 3 Days
Add Text Here 2/3 Days NA NA NA 2/3Days
Add Text Here 1/2 Days 1/2 Days 2/3 Days 2/3Days NA
Sales
Market research 5 Days 1/2 Days 2 Days NA 1/2 Days
Add Text Here 1/2 Days 2/3 Days 1 Days 1/2 Days NA
Add Text Here 2/3 Days NA 1 Days 2 Days 3 Days
Add Text Here 3 Days 1/2 Days NA 2 Days
Talent Development Plan
10

11. Talent Retention based on Performance
Retention
Performance
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
3. High
2. Medium
1. Low
1. Needs 2. Meets 3. Exceeds
11

12. Employee Feedback for Talent Retention
Very Low Low Moderate High Very High
Satisfaction with current job Text Text Text Text Text
Fair Compensation for work Text Text Text Text Text
Job Security Text Text Text Text Text
Working condition and environment stability Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
12

13. Talent Retention Strategies
20%
36%
40%
55%
60%
75%
80%
95%
100%
120%
135%
140%
150%
165%
170%
200%
Unsure
Other
Employee Engagement
Company Culture
Competitive Salary
Learning/Growth Opportunities
Competitive Benefits Package
Flexible Work Measures
Cash Bonuses
Job Security
Interesting/Challenging Work
Excellent Management/Supervision
Excellent Coworkers
Perks
Excellent Communication
Positive Work Environment
13

14. Performance Management
Performance
Coaching
Guidelines for
Performance Planning
Types of Goals/
Priorities
Performance
Planning
Performance
Feedback
14

15. Guidelines for Performance Planning
Skills Guidelines Feedback (Met/ Not Met, Not Tested) Comments
Content Research
› Understands the topic objectives & research plan ( what is required , how to
find it, do we need to time box the effect)
› Request, pro-activity for additional clarity when required
› Discuss with supervisors regarding content
› Plagiarisms Issues
› Add your guidelines here
Met Add comments here
Quarterly Standards
Accepts responsibility for outcomes (positive or negative) of one’s
work; admits mistakes and refocuses efforts when appropriate
Not Met Add comments here
Level of dependency on co-workers in terms of tasks given Average
number of tasks in a day
› Add your guidelines here
› Add your guidelines here
Review Meeting Standards
Professionalism
› Uses professional language & refrains from using profanities in the office
environment
› Conduct during review meetings
Not tested Add comments here
Team Meetings
› Demonstrates an ability to clearly & concisely explain your thoughts
› Ability to implement changes discussed during review meetings
Time Management
Complete assigned work in allotted delays in advance
Add feedback here Add comments here
Inform proactively
› Highlights any anticipated delays in advance
› When free, requests for additional tasks or volunteers to help others
Supervisors Experience
Make all the discussed changes during review
› Showcases good listening skills & accurately captures expectations &
feedback on his/her task
› Add your guidelines here
› Add your guidelines here
Add feedback here Add comments here
15

16. Types of Goals/ Priorities(1/2)
16
Item P 2 3 4
To have good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the
organization achieving its business goals
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Freq = Frequency distribution of responses. Red indicates a high level of disagreement.
Priority Level. Larger boxes indicate that an item is
a higher priority for increasing engagement.
P Score is OK.
Moderate to low score. Potential
problem area. Take a closer look.
Low score. Problem area. Benchmark reference line.

17. Types of Goals/ Priorities(2/2)
17
Goal (Objective) Action Steps Responsible Person Measured Due Date
Improve Staff Performance
And Reduce Time Wasted
Looking For Information
Add Your Text Here Jon Smith Manager Add Text Here 12/6
Determine wait times by employee 2/3
Meet with staff to determine best practices 11/25
Add Your Text Here 10/2
Determine any possible training needs 9/11
Train/ inform employees on new standard 05/10
Add Your Text Here 06/1
Add Your Text Here Katie brown Manager Add Text Here 11/4
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/25
Add Your Action Steps Here 2/26
Add Your Action Steps Here 6/20
Add Your Action Steps Here 07/10
Add Your Action Steps Here Jon Smith Manager Add Text Here 10/5
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/24
Add Your Action Steps Here 06/6
Add Your Action Steps Here 3/4
Add Your Action Steps Here 11/29
Add Your Action Steps Here 08/11

18. Performance Coaching
18
Type of Employee Training Time Allotment Coaching Time Allotment Trainer Proposed Training
New Employee
(First month)
10-20 minutes/ Day 20-30 minute/ Week
Combination of Top
Performer Solid
Experienced Performer
› Training on employee’s
technical Skill
› Add Text here
› Add Text here
Top Performer 20 minutes/ Week 15 minutes/ Week Manager
› Training on employee’s
career goals
› Increasing employee
engagement
› Add Text here
› Add Text here
Average Performer 10 minutes/ Week 15 minutes/ Every 3 Weeks
Combination of Top
Performer/ Solid
Experienced Performer/
Team Leader
› Increasing technical abilities
› Increase the proficiency of
employee’s strength
› Add Text here
› Add Text here
Under Performer Depends on situation Depends on situation Manager/ Others
› Delegate the development
responsibilities
› Add Text here
› Add Text here

19. Performance Feedback (1/2)
19
Pre One on One Notes
List at Least 3 questions to ask the employee to
ensure an effective coaching session
Topic Checklist
1. Your Text Here Goals ○
Development ○
2. Your Text Here Concerns ○
Help Needed ○
3. Your Text Here Further Interests ○
Action ○
During the One-on-One
What project is the employee working on?
Your Text here
What challenges has employee encountered this/ month?
Your Text here
What has the employee learned this week/month?
Text here
What progress has the employee made towards his or her goals this week/month?
Text here
What progress has the employee made in terms of his or her development plan this
week/month?
Text here
List some of the frustrations or challenges the employee mentions.
Text here
List items that the employee shares where he or she could use help.
Text here
Did the employee express any interest in future roles or positions?
Text here
Actions given to employee for next one-on-one:
Text here
Actions you took for next one-on-one:
Text here
Post-meeting notes and comments for next one on one:
Text here

20. Performance Feedback (2/2)
20
Team Member Date
Department Time
Personal/ Notes (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Your Text here
Your Text here
Team Member Updated/ Notes
Your Text here
Your Text here
Your Text here
Manger Update/ Notes
Your Text here
Your Text here
Your Text here
Your Text here
Future
Is there anything I need do, & if so by when? Tell me about what you’ve been working on.
How are you going to approach this? Tell me about your – what’s it been like?
What do you think you should do? Tell me about your family/ weekend/ activities?
So, you’re going do “X” by Tuesday, right? Where are you on ( ) project?
How do you think we can do this better? Are you on track to meet the deadline?
What are your future goals in this area? What questions do you have about the project?
What are your plans to get there? What areas are ahead of schedule?
What can you/ we do differently next time? What are you on budget?
Any ideas/ suggestions/ improvements? What did ( ) say about this?

21. Employee Motivation
21
Employee
Motivational Factors
Action Plan of
Employee Motivation

22. Employee Motivational Factors
22
Praise
from Manager
Attention
from Leaders
Cash
Bonus
Increase
in Pay
Stock/
Option
Text
Here
Text
Here
90%
64% 52%
42%
35%
58%
56%
Praise from Manager
Employees are Motivated by
90 %

23. Acquire
Reward System
› Point-based recognition
› Incentivize knowledge sharing
› Add text here
Bond
Culture
› Value collaboration and Team
work
› Cultivating a successful
mentor/mentee relationship
› Add text here
Comprehend
Job Design › Add text here
Defend
Performance - Management
& Resource - Allocation
Processes
› Enable managers to reinforce
key behaviours
› Emphasize their fairness
› Add text here
Action Plan for Employee Motivation
23

24. Talent Management Review
Specify Successes
& Failures
24
Evaluate
Performance & Goals
Employee
Performance

25. Goal
Tactical Steps
(how)
Responsible Person
(who)
Measured by
Due Date
(when)
Status
Professional
Development
Create checklist Nair Smith Completion by due date 10-oct-18 Completed
Perform quarterly audit Nair Smith Completion by due date 24-nov-18 Need improvement
Create complaint document Nair Smith Completion by due date 08-dec-18 In Process
Submit audit report Nair Smith Completion by due date 01-dec-19 Not started
Goal 2 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 3 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 4 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Evaluate Performance and Goals
25

26. Specify Successes & Failures
26
60%
70%
80%
90%
50%
40%
30%
20%
Task 1 Task 2 Task 3 Task 4
Success
Rate
Failure
Rate

27. Evaluate Performance 1/3
27
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Ratings Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1
Job knowledge
Work quality
Attendance/punctuality
Initiative
Communication/listening skills
Creativity
Punctuality
Overall Rating
Text Here
Reviewers Comments
Text Here

28. Evaluate Performance 2/3
28
Employee Info
Employee Name Department
Employee ID Reviewer Name
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential Text Here Text Here Text Here Text Here
Quality of work Text Here Text Here Text Here Text Here
Work consistency Text Here Text Here Text Here Text Here
Communication Text Here Text Here Text Here Text Here
Takes initiative Text Here Text Here Text Here Text Here
Strengths / Training needs
Text here
Goals
Text here
Comments and approval
Text here

29. Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Provide Any additional feedback
Text Here Text Here
Text Here Area of excellence within performance Text here
Text Here Text Here
Text Here Area of improvement Text here
Text Here Text Here
Text Here Future goals with set expectations Text here
Text Here Text Here
Employee Signature Reviewer Signature
Evaluate Performance 3/3
29

30. Talent Management Feedback
Manager Feedback’s
Comment
30
360 Degree
Feedback
Employee’s Self
Assessment

31. Employee Self Assessment 1/2
31
How will you accomplish these goals
Your Text Here
Your Text Here
Your Text Here
What are your goals for the next evaluation period
Your Text Here
Your Text Here
Your Text Here
What didn’t you accomplish that you had planned on accomplishing. Why
Your Text Here
Your Text Here
Your Text Here
How do these accomplishments relate to your key responsibilities & goals for you & your unit/ department
Your Text Here
Your Text Here
Your Text Here
Your Text Here
What were your most significant work- related accomplishments (Include projects, assignments, new skills or knowledge gained)
Your Text Here
Your Text Here
Your Text Here

32. Employee Name Supervisor Name
Provide to your supervisor by :_________
*Rating Core Responsibilities – Comments on Results Achieved
› Extraordinary Contributor Performance Management (Complete if you supervise & evaluate others)
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
Employee Self Assessment 2/2
32

33. Strong Agree Agree Disagree Strongly Disagree Not Applicable
Quality
of
Work
Sets high standards for
quality of work output
Ensures work is error-free
before submitting
Helps others improve the
quality of their work
Communication
Communicates well orally &
in writing from
Displays good listening
skills
Shares information Freely
with others
360 Degree Feedback- Employees
33
For Evaluating Employees

34. For Evaluating Managers
360 Degree Feedback- Managers
34
A B C D E
Demonstrates an interest in training & upgrading others
Demonstrates ani interest in training & upgrading self
Gives complete & proper instructions when delegating work
Effectively follows - through & meets deadlines
Effectively delegates
Supervises others well
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

35. Current Responsibilities
Attach job description, noting any significant changes
Your Text here
Your Text here
Performance Assessment
Evaluate performance & achieved goals
Your Text here
Your Text here
Your Text here
Discuss areas of excellence within performance
Your Text here
Your Text here
Your Text here
Discuss areas of improvement
Your Text here
Your Text here
Your Text here
Develop future goals with set expectations
Your Text here
Your Text here
Your Text here
Comments & Approval
Provide any additional feedback
Your Text here
Your Text here
Your Text here
Manager’s Feedback
35

36. Succession & Career Planning
36
Development of
Succession &
Career Plan
Roadblocks to
Succession and
Career Planning
Evaluate, Monitor,
and Observe
Overcoming Roadblocks
in Succession &
Career Planning
Identify the
Critical Position

37. Identify the Critical Position
37
Succession Planning
Business
-
Critical
Position
1
Head of Sales
Ready now 1-2 years > 2 years (year estimated)
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Position
2
Head of Operations
Ready now 1-2 years > 2 years (year estimated)
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Position
3
Head of R&D
Ready now 1-2 years > 2 years (year estimated)
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38. Development of Succession & Career Plan
38
Business Focus
Text Here
Text Here
Text Here
Skill development
by leader
Operational
Efficiency
Business Process
Efficiency
CEO & other senior
leader replacement
SM Focus
Text Here
Talent Mobility
& Upgrading
50%
Succession Plaining
& Management
48%
Executive/ Sr. Leader
Replacement Plaining
35%
Individual
Development Planning
20%

39. Succession
Planning
Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Add text here DD-MM-YY
Task 5 Add text here DD-MM-YY
Task 6 Add text here DD-MM-YY
Task 7 Add text here DD-MM-YY
Task 8 Add text here DD-MM-YY
Task 9 Add text here DD-MM-YY
Evaluate, Monitor, & Observe
39
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

40. 10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Performance Riviews
Skill Training
Recognition Program
Team Building
Feedback Program
Roadblocks to Succession and Career Planning
40

41. Prioritize Goals/
Solutions
Action Items
Which barrier will
prevent your success?
What can you do to
reduce this barrier?
What are your start &
end dates for reducing
the barrier?
Who can help you
reduce this barrier?
What will be evidence
of completion?
How will you measure
success for this goal?
Priority
Process for employee
identification
Streamline Frequency
& Duration of
interventions
Common tool for
program monitoring
Other
Overcoming Roadblocks in Succession and Career Planning
41

42. Employee Engagement Process
42
Employee
Engagement Model
Employee Engagement
Action Planning
Employee
Engagement Initiative

43. Company Initiative towards Employee Engagement
43
10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
0% 20% 40% 60% 80%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Performance Riviews
Skill Training
Recognition Program
Team Building
Feedback Program

44. Employee Engagement Model
44
Engagement
› Leadership
› Manager
› Customer
› Co-workers
› People focus
People
› Sense of
accomplishment
› Work tasks
› Resources
› Work processes
Work
› Career opportunities
› Learning & development
Opportunities
› World/life balance
› Diversity
Quality of Life
› Pay
› Benefits
› Recognition
Compensation
› People/HR practices
› Managing performance
› Brand
› Company reputation
Procedures

45. Employee Engagement Action Planning
45
Areas for
Improvement
Problem
Definition (finding
out root causes)
Proposed
Solutions
Success
Measures
Owner(s)
Estimated
Timelines
› Staff has indicated in
the survey that they do
not have adequate
training opportunities
› Supervisors did not
release staff from work
or asked staff to
postpone training
› Supervisors to be held
accountable if staff are
meeting required
training hours
› Exemption from
training must be
accompanied by strong
reasons as money is
wasted if staff fail to
show up
› 90% of staff achieve
100 hours training by
year end
› Les than 5% no shows
in signed up training
› HR to brief Heads
› Heads to brief all
supervisors
› Supervisors to brief all
staff
› Jamie (from HR) to
compile no shows in
training
› HR to brief Heads by
1st week of Sent 2017
› Heads to brief all
Supervisor by 3rd week
of spend 2017
› Supervisors to brief all
staff by 1st week of Oct
2017
› Half yearly training
attendance to be
submitted to be
submitted in July & Dec

46. Training & Development
46
Training Schedule
Training Roadmap On/Off Job Training Plan

47. Training Roadmap
47
Design Build Rollout
Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7
Training
Kickoff
Admin
Training
Start pilot
with partner
Initial
Checkpoint
Certification
Guide
Complete
Begin high priority
course content
Your Text
Here
Course Syllabi
Complete
Complete high
priority courses
Business case
complete
Purchase
LMS
Complete
all courses
Develop
rollout strategy
Your Text Here
Fully implemented
Training &
Certification Program
Partner engagement

48. Name
2020
Jan Feb Mar Apr May Jun Jul Aug
Upward Airlines Corporate
› Create new Employee Training
• Hire consultants
• Survey a sample of employees
• Compare results
› Test new curriculum with some employees
• Form test group
• Test #1
• Test #2
› Write curriculum
› Evaluate results of sample group and make
› Rollout new training
Training Schedule
48

49. On/Off Job Training Plan 1/2
49
Job Title: Hours/ Week:
Job Description:
Required job skills for occupation:
Starting capability:
Date Measured
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled

50. On/Off Job Training Plan 2/2
50
Skills to be Learned Estimated Training Hours
End Capability
Date Measured
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
List Supplies & Tools needs for Training:

51. 51
KPI Metrics and
Dashboard

52. Talent Management Dashboard 1/2
52
43%
Avg Absenteeism
Rate
Target < 50%
7.5 Days
Avg Yearly Absenteeism
15
30
20
17
11 8
<15 16-25 26-35 36-45 46-55 56-65
Hours
Avg Overtime by Age Group
25
12
53 51
65
HR Sales Marketing IT Customer
Service
OLE by Department
25
12
53
30
15
60
1 2 3
3-Year Occupation
30
50
40
70
1 2
2-Year Occupation
50
70
50
40
30
50
2014 2015 2016 2017 2019 2020
Yearly Avg Overtime Hours
(Per Employee)
Training Costs by Training Years & Duration of Training
Net Cost Return
Overall Labor Effectiveness (OLD)
40
70
60
55
40
65
0%
50%
100%
2015 2016 2017 2018 2019 2020
OLE Over the Last 5 Years
2015 2016 2017 2018 2019 2020
Absenteeism Over the last 5 years
Absenteeism Rate Absenteeism in Days
Training Costs
Avg overtime per Work
2.5 Hours
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53. Talent Management Dashboard 2/2
53
50
35
30
20
15
20
15 13 10 8
0
20
40
60
Q3 2019 Q4 2019 Q1 2020 Q2 2020 Q3 2020
Voluntary Involuntary
Turnover Rate Staffing Trends
10
8
9
6
5
4
6
7
4
6
10
9
2
6
10
14
18
Q1 2019 Q2 2019 Q3 2019 Q4 2020 Q1 2020 Q2 2020
Hire Terminate
25%
49%
56%
80%
90%
96%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Administration
Operations
Finance
Human Resources
Sales
Marketing
Headcount Headcount Flow
475
Out
250
In
-4.2%
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54. KPIs Target Segment
Retention rate 84% of employees retained for 3 years Mentees who complete a partnership
Employee engagement rate 20% increase in 2 years Mentees who complete a partnership
Internal hires 41% increase in 3 years Mentees who complete a partnership
Participation rate in program 52% Eligible employees informed about program
Partnership completion rate 95% Mentees who get matched
Talent Management KPI 1/2
54

55. KPI Strong Leadership All others Relative Difference
Effectively communicates with employees 2.36 4.22 53%
Well understood vision, mission & strategy 2.33 2.20 65%
Ease of getting things done 3.63 5.52 56%
Innovation-focused 6.63 5.3 23%
Confidence in PS leadership 6.22 6.5 51%
Embraces change: Nimble & flexible 6.23 1.63 52%
Goals and measurement alignment 3.63 5.5 89%
Employees have confidence in P50's future 1.32 6.4 21%
Talent Management KPI 2/2
55

56. Talent Management in Organization Icons Slide
56

57. 57
Additional
Slides

58. Cluster Bar
58
50%
60%
-15%
-22%
40%
50%
-19%
-2%
30%
36%
-10%
-20%
-30% -20% -10% 0% 10% 20% 30% 40% 50% 60% 70%
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Product 01
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Product 02
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Product 03

59. Stacked Column
59
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Product 01
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and changes automatically based
on data. Just left click on it and
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Product 02
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on data. Just left click on it and
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Product 03
160
100
180
230
180
200
200
250
130
200
140
150
230
100
200
350
240
280
0 100 200 300 400 500 600 700 800
2015
2016
2017
2018
2019
2020
Years
Sales in Million

60. Agenda
60
01 02 03 04 05
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61. Comparison
61
50% 75%
80%
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PC users in
2020
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Mobile users in
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62. Matrix
62
High
High
Low
Supply Risk
Profit
Impact
High-Low
Quadrant
High-High
Quadrant
Low-High
Quadrant
Low-Low
Quadrant
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45% 65% 85%
Financial
63

64. Puzzle
64
01
02 04
03 05
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65. Idea Generation
65
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01
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02
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66. Meet Our Team
66
Name Here
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67. Our Goal
67
01
02
03
04
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68. Timeline
68
2020
2019
2018
2017
2016
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69. Thank You
69
Address
# street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com