1. AHMED MEHAR ZUBAIRI
Sr. System Administrator
ahmedzubairi@hotmail.com

2. What is
“TALENT”?

3. What is “TALENT”?
Capabilities of doing the
job by an individual over
and above his normal
assignments.

4. Why to identify the
“TALENT”?

5. Why to identify the “TALENT”?
For the growth of organization.
To improve the productivity.
Successor planning
Personal Development

6. How to identify the
“TALENT”?

7. How to identify the “TALENT”?
HOD’s recommendation.
Performance Appraisal.
By extra ordinary achievements.

8. How to utilize the
“TALENT”?

9. How to utilize the “TALENT”?
A mentor is to be identified to utilize the
talent.
A detailed interview is to be made including
HR representative asking his aspirations.
His job role to be discussed in detail.
Growth plan of the organization is to be
discussed with him, in particularly the areas of
his performance and he should be invited, if
he can play a better role in the same.

10. How to utilize the “TALENT”? Cont ……
Define growth plan of the individual.
His JD to be clearly identified and measurable
targets to be given to the individual with agreed
rewards.
If the target given to him is achieved over &
above his assignment, a proper recognition in
terms of monitoring, benefits and suitable
promotions to be given as quick as possible.

11. How to keep the
TALENT motivated?

12. How to keep the TALENT motivated?
Fast track promotion system to be identified &
implemented.
Mentor to be given suitable reward for his role so that
he takes full interest in utilizing talent.
Rewards & promotions to be announced amongst all
the colleagues who work with the individuals of his
performance due to which this reward is awarded.
Demonstrate the employee that company cares about
them.

13. Retaining
“TALENT”

14. Retaining TALENT.
A list of talent to be prepared by HR who left the
organization and an interview to be organized with
maximum number of individuals to identify the reason of
leaving and their recommendation to adopt the strategy.
The result of the above analysis to be implemented in true
sense.
Analyze exit interviews to know the reason of leaving and
implement corrective actions.
Unsatisfied employee prior to their thinking of leaving the
organization should have access to an identified high
official to register his grievances for taking corrective
actions.

15. Retaining TALENT. Cont……
Top management should take one-on-one interview at
least once in a year to create confidence and take pro-
active action in case the employee shows the sign of
dissatisfaction.
Losing one talented person starts chain reaction, hence his
boss should also to be made accountable of his leaving as
it is a known fact that most of the employees leave the
organization due to their bosses’ attitude.
The employee should have the information for the training
available for his personal development.

16. UTILIZING TALENT
ACTION PLAN

17. UTILIZING TALENT
ACTION PLAN
S-No Subject Action Duration
HR (Performance Appraisal)
1. Identifying Talent Immediate
HOD (Extra Ordinary Achievement)
2. Mentor HR & HOD Immediate
3. Interview HR & HOD Mid-Term
4. JD Preparation HR & HOD Immediate
5. Measurable Targets HODs Immediate
6. Fast Track Promotion HR & Consultant Mid-Term
7. Retaining Talent HR & Top Management Mid-Term