Understand some of the critical elements and key factors that impact the success or failure of Talent Management.

1. Talent Management

2. Agenda
• What is Talent Management?
• Why create a Talent Management process?
• How do you create a Talent Management process?
» Ten guiding principles from the trenches
» Associate/employee lifecycle and technical work
» The role of technology
• Understanding resistance and change management
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3. How do you define
Talent Management?
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4. What is Talent Management?
• Defined strategy with clear objectives
• Integrates all components of the associate/employee lifecycle
• Based on measurable criteria
• Focused on differentiation of talent and differential investment
• Enables critical decision-making
Strategy that is integrated across the associate/employee
lifecycle by using common measurable criteria that
allows for the differentiation of talent and enables critical
decision-making
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5. Why Create a Talent Management Process?
• Improves overall organization performance
» Up to as much as 15.4% advantage in shareholder return
(CLC, 2007)
» Improved associate/employee performance by 50% (CLC,
2007)
• Remain competitive
• Company flexibility/agility
• Retention
• Attraction
• Gives HR the credibility to influence talent decisions
• Allows for differential investment in talent
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6. How Do You Create a Talent Management Process?
Ten Guiding Principles from the Trenches
1. Create a powerful achievable business case
• Start at the end
• What problem are you solving for?
• Describe what success will look like from multiple
perspectives
1. Assess Readiness/Org. Diagnosis
• Let the business tell you what they think
• Build relationships with the business
• Assess your risks and de-railers
• Figure out what the culture will support
• Categorize your executive committee
• Get your house in order
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7. How Do You Create a Talent Management Process?
Ten Guiding Principles from the Trenches
3. Determine your core project team
• Incorporate the business
4. Create the value proposition by connecting Talent
Management to business needs
• Be empathetic and think like the business
5. Find a Champion outside of HR
6. Stack the deck in your favor
• Rollout to the groups/clients where success is most likely
• Don’t worry about rolling out to everyone in the beginning
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8. How Do You Create a Talent Management Process?
Ten Guiding Principles from the Trenches
7. Support the process and anticipate questions/
concerns
8. Evaluate the process and communicate short-term
wins and success stories
8. Avoid trying to do too much too fast
10. One size does not fit all
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9. How Do You Create a Talent Management Process?
Associate/Employee Lifecycle and Technical Work
Recruitment &
Selection
Exit On Boarding
Performance
Management
Succession
Employee &
Planning & Rewards & Recognition
Leadership
Career
Development
Development
Compensation/
Total Rewards
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10. How Do You Create a Talent Management Process?
Associate/Employee Lifecycle and Technical Work
• Important levers
» Recruiting & Selection
• Gateway to the organization
• Right people, right roles
• Critical mass
» Performance Management
• Needs to be focused on the right criteria
• Needs to have proper balance of objective and
behavioral dimensions
• Needs to differentiate
• Needs to focus on current in-job performance
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11. How Do You Create a Talent Management Process?
Associate/Employee Lifecycle and Technical Work
• The importance of criteria
» Foundation that drives Talent Management
• Differential investment
» Knowledge, skills, abilities and other factors that can be
measured
• Semi subjective – competencies
• Objective – SMART goals
Select, train and assess
performance on the same set of
criteria
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12. How Do You Create a Talent Management Process?
The Role of Technology
• Technology is not a panacea!
• Technology should not dictate your process – your process
should dictate the technology
• Beware of off-the-shelf competency models
• Technology should be the last component of a Talent
Management project not the first
• Talent Management is about the people not the technology
» Ease of use
» Scalability
• Build or buy
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13. Understanding Resistance and Change Management
• “I don’t understand” factor
• Ignoring requests
• Constant rescheduling of meetings
• Tenure and entitlement factor
• Reactions to loss of power
• Negative comments/behaviors
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14. Understanding Resistance and Change Management
• Feigning surprise
• Pedal to metal resistance
» “I won’t do this!”
• Inability to make a decision
• This is an HR thing - “you do it”
• Alliance building
» Significant, powerful influencer that actively works against
you
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15. Understanding Resistance and Change Management
• Strategies for addressing resistance
» Communicate often about the process
» Involve associates/employees, especially when establishing
criteria
» Establish rewards and consequences
• Identify a Champion outside of HR
• Establish ground rules/determine recourse
• Link key components of the Talent Management process to
rewards and recognition, bonus or incentive pay
• Communicate rewards and consequences
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16. Understanding Resistance and Change Management
» Create communications in the voice of the client – don’t
deliver the message for them
• Talking points
• Outline discussion points
» Make sure your change management plan is incorporated
into the overall project plan
Talent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 16

17. Talent Blueprint Software
• Talent Blueprint is designed to answer the question “What is the state of talent in
the organization?”
• Do you know which jobs in your company don’t have a talent pool?
• What percentage of your workforce will be retiring in the next five years?
• Which critical employees in your organization are retention risks?
• When executives ask what the state of talent is in the organization do you
know?
• Its designed to answer the above questions “Right Now!” not in days, weeks or
months – make better decisions faster
• Specifically designed for Human Resources teams of up to 20 people that are
focused on succession planning and talent management
• Track all of your critical employee talent and high impact positions
• Simple and intuitive, with powerful features and the analytics every HR team needs
to manage talent effectively
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18. Talent Blueprint Software
Want to see Talent Blueprint in action
•Check out our demo on LinkedIn at
• http://www.linkedin.com/company/people-talent-solutions-inc-/products?trk=tabs_biz_pro
•Our website at
• http://peopletalentsolutions.com/solutions/talent-management-software/
•Or schedule a demo
•Better yet try it free for 30-days.
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19. Contact Information
• Contact People Talent Solutions, Inc.
» 562-706-5683
» www.peopletalentsolutions.com
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