2. WHAT IS TALENT MANAGEMENT?
Talent Management is about identifying, attracting, integrating,
developing, motivating and retaining key people across the
whole of the business, not just the ‘elite few’ decision-makers,
as is so commonly the case.
TM introduced by Mc Kinsey consultants, late 1990’s
3. Why Organizations Need Talent
• To compete effectively in a complex and dynamic
environment to achieve sustainable growth
• To develop leaders for tomorrow from within an organization
• To maximize employee performance as a unique source of
• To empower employees:
Cut down on high turnover rates
Reduce the cost of constantly hiring new people to train
6. Talent Metrics
• Segmented turnover data
• Readiness levels for key positions
• Segmented engagement levels
• Number of strategic/critical jobs unfilled
• Percentage of inside vs. outside hires for
leadership and critical jobs
HCS Certification Course, V.3.0, 2010
7. Contributing Measures
• Quality of incoming candidates
• Quality of hire
• Segmented turnover within first two years
• Time to proficiency in new job
• Depth of talent pools for key and feeder
• Number of people promoted outside of
• Percentage of first choice hires accepting
What is a critical skill?
• A critical skill is one that, if not present, results
in a task not being completed satisfactorily, if
• The lack of a critical skill causes problems, but
the possession of it allows work to continue.
Analysis and data collection
• Develop job profiles and identify critical skills
needed for the job role
• Conduct an inventory of current skills
• Identify employees’ competencies and skill
23. Talent Acquisition Operational Workflow
Screening and Interviewing
Employment Offers Notification of
24. Diference Between Recruitment &
• The easy part of the answer is to define
“recruiting”. It is nothing more than filling
open positions. It is an entirely tactical event.
• Strategic Talent Acquisition takes a long-term
view of not only filling positions today, but
using the candidates that come out of a
recruiting campaign as a means to fill similar
positions in the future.
31. Defining High Potential Talent
• high-potential employee is one who has been
identified as having the potential, ability, and
aspiration to hold successive leadership
positions in an organization
32. Identify High Potentials
• Step 1: Plan for the future.
• Step 2: Define high-potential criteria
• Step 3: Make the high-potential criteria
• Step 4: Identify high-potential candidates.
33. Identify High Potentials
ASSESSMENT TOOLKIT TO IDENTIFY HIGH
How can organizations assess existing staff to track high potentials
and ensure new hires meet the future needs of the business?
• Online Psychometric Assessments
• Leadership/Management Assessment Batteries
• Assessment and Development Centers
• 360 degree feedback surveys and business assessments
• Competency model profiling, behavioral based interviews,
multi-rater assessment tools
36. Leadership Development Program
The Leadership Development Program (LDP)® develops
leaders who are capable of bridging levels and
functions in the organisation, leading other
managers and turning strategy into action.
The knowledge, advice, and resources a mentor shares depend
on the format and goals of a specific mentoring relationship.
A mentor may share with a mentee (or protege) information
about his or her own career path, as well as provide guidance,
motivation, emotional support, and role modeling
Coaching is training or development in which a
person called a coach supports a learner in
achieving a specific personal or professional
47. The Reality Of "Managing Expectations" Revolves
Around 3 Simple Principles:
1. Managers communicate their expectations
consciously and unconsciously.
2. Employees consciously and unconsciously
understand these expectations.
3. Employees perform in ways that are
consistent with their manager's expectations.
51. KEEPING IS CHEAPER THAN REPLACING
• Direct Costs of Replacement
• Paperwork/Time Exit Interview
• Recruiting Replacement
• Interview/Select New Employee
• On boarding New Employee
• Training New Employee
• Depending on the complexity of the job, this process can
take at least 3-6 months in most cases.
52. TOP 10 LOW & NO CO$T EMPLOYEE RETENTION
1. Hire the Right Person
2. Open & Effective Communication
3. Clear Expectations
4. Outstanding Feedback & Recognition
5. Treat People with Respect
6. Share Training Responsibility
7. Have Fun
8. Promote Work/Life Balance
9. Demonstrate Corporate Social Responsibility
10. Utilize Connection & Exit interviews