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Talent management
- 1. HOW IT INFLUENCES LEARNING? TALENT MANAGEMENT PRESENTED BY: MASHAL IMRAN QAZI RABIA SIDDIQUE SALEHA JAVED SARMAD ALI
- 2. Learning and talent management have traditionally worked independently of each other, but towards the same goal – increased productivity.
- 3. • Simply it is… A set of of integrated organizational HR processes designed to attract, develop, motivate, and retain skilled, productive and engaged employees. What is Talent Management?
- 4. 1. Recruitment 2. Performance management 3. Corporate Learning (T&D) 4. Compensation & Benefit 4 Pillars of Talent Management
- 5. • Talent management also encompasses other things such as… – Keeping track of changes in occupational demands. – Providing growth opportunities to employees – Designing such an environment for employees which they want. – Creating meaningfulness in jobs – Keeping an eye on the career paths of potential employees
- 6. Workforce Planning Recruiting Onboarding Strategic Goal Alignment 360 Assessment Leadership Development Career Path Development Compensation Succession Management Retention PROCESS OF TALENT MANAGEMENT
- 7. • Highly skilled, competitive and productive employees are essential for the growth of any organization. • But for these kind of employees it is necessary to hire such employees who are willing to learn. • And motivated to contribute for the good of organization. How it helps learning?
- 8. • Then providing them such a conducive environment where they can learn and share their knowledge. • Companies identify potential employees and pass them through a process from which they transform into a better employee, ready for future challenges. • Due to globalization and technological advancements the world is changing at very fast pace.
- 9. • So, as to keep up or stay ahead of times it is important to identify future opportunities and challenges and be ready for them now. • It is only possible when companies have continuous learning approach. • It requires the management to be open minded & progressive.
- 10. • The shift from an ad hoc to a strategic talent management program can greatly aid a company in the achievement of its business objectives. – Objective Metrics – Strategic Alignment – Targeted Training & Development Tools for Talent Management
- 11. Benefits of Talent Management • Right person in the right job • Retaining the top talent • Better hiring • Understanding employees better • Better professional development decisions
- 12. • A sophisticated, comprehensive and value- generating talent function will not arise overnight. • Rather, as talent and strategic and operational planning become more inter-linked, the most pressing opportunities become more visible. • The most important thing in this matter is awareness of the fact that talent greatly influences the success of an organization. Conclusion
Editor's Notes
- As technology continues to evolve, the two functions are intertwining, creating more streamlined and effective learning experiences that impact employee performance. Learning is using talent management, performance management in particular, to drive development plans, while talent management is using learning to cultivate future leaders. Together, they are changing development strategies and the way in which you manage and allocate learning content, ultimately improving performance.
- The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives.
- Talent management is a business strategy and must be fully integrated within all of the employee related processes of the organization. Attracting and retain talented employees, in a talent management system, is the job of every member of the organization, but especially managers who have reporting staff (talent).
- An effective strategy also involves the sharing of information about talented employees and their potential career paths across the organization. This enables various departments to identify available talent when opportunities are made or arise.
- Onboarding: process of familiarizing new hires to organization so that they feel welcome. Goal Alignment: designing such processes to reach organization's strategic goals. Leadership Development: Goal-driven activities that enhance the quality of leadership abilities and attitudes. Career Path Development: How the organization structures the career progress of their members, and the individual’s process for identifying job opportunities within an organization’s structure, and the sequential steps in education, skills, and experience building needed to attain specific career goals. Compensation: A way to reward individuals for important work accomplishments, contributions to the goals of the university, and increased skills and competencies in their jobs. Succession Management: Succession management is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions. Succession management ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available. Retention: A systematic effort focused not only on retaining an organization’s talented performers but also to create and foster a welcoming work environment and high retention culture. The end result is an organization that operates more effectively and efficiently, while becoming a great place to work.
- Objective Metrics: The need for metrics seems obvious. However, amid high-growth, job descriptions are often in flux, as is the nature of the associated opportunities. But regardless of these challenges, no company will ever be able to get the most out of its workforce without clearly defining roles and goals as well as addressing issues such as incentive compensation and advancement. What is it that defines success in this role? How is performance measured? Every employee should have a clear understanding of how they fit in. Strategic Alignment: Talent, too often, is treated as an afterthought. According to the survey conducted for The Talent Imperative, fewer than one in ten executives from midsized private companies say their talent strategies are intimately aligned with overall strategic planning. This can be a critical mistake, as any strategic plan must be executed by people. So incorporating the views of HR – injecting talent into strategic planning – becomes an essential and relatively easy to use tool for optimizing overall performance. Targeted T&D: As talent and strategy become more closely aligned, companies will begin to get a better handle on their specific talent challenges. Often topping the to-do list: enhancing training and development.