2. What Is Talent? Dictionary Meaning Of Talent: 1. Innate ability, aptitude, or faculty, especially; above average ability: 2. A person or persons possessing such ability
14. What Is Work-Force Planning “ Work-Force Planning is a process that provides strategic direction to talent management activities to ensure an organisation has the right people in the right place at the right time and at the right price to execute its business strategy”
18. Workforce Segmentation Example Increased Investment Roles That Affect Strategy Strategic Critical To Driving Long Term Competitive Advantage, with specific Skills or Knowledge Core The “Engine Of Enterprise” Unique to institution and core to delivering on its Products & services Build Protect Roles That Are Affected By Strategy Requisite Cannot do without, but whose value could be delivered through alternate Staffing Strategies ( Eg; Outsourcing, Automation Technology ) Non-Core Talent whose skill sets no longer align with the institution’s strategic Direction Streamline Outsource Redirect Talent Segment and Value Strategic Action
19. Talent Management Process Assessment and Evaluation Compensation Performance Learning Succession Plan Wall, James and Ainar Aijala. “It’s 2008: Do You Know Where your Talent Is?” Deloitte Research Series, 2004 . Recruit Develop Deploy Retain
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26. People Aren’t Your Greatest Assets Get your Team to work together…not against! 57% Recruiters feel Hiring Managers Do not Understand Recruiting 63% Of Hiring Managers feel Recruiters don’t understand recruiting The Right People are!
27. Sources Of Poor Quality Of Hire Poor Quality Sources Vague Job & Candidate Profile Poor Quality Sources Loss Of Quality Due to Poor Selection Process Lost Quality due to Lethargic Process Loss of Productivity due to QoH Fish where fishes are……. And once in sight………. catch them fast………
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31. Sources Of Recruitment Effort/ Cost Low High Strategic Value to the Organisation Low High Campus Recruitment Internal Search, Transfers and Job Rotations Deputations and Permanent Absorptions Appointment of Consultants On Contract Open Advertisement Search & Invitation
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36. Mechanics of Interviews Stages of the Interview Rapport Building Make a warm greeting Get to know the interviewee’s background Initiate & engage in informal chat to build rapport Job Fitting Tests to what extent interviewee fulfills requirements Re-confirm information given on résumé’ Compares all applicants and establish rankings Hiring Decisions Demonstrate your excitement and enthusiasm Confirm long term interests Seek information and clarifications Negotiate joining time, compensation, roles etc.
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41. Mediocrity Trap Performance in job is low Subordinates not developed 37 Fewer “Talented” players attracted High performers leave Development/ advancement opportunities blocked Productivity and morale of group is low Keep Mediocre in critical jobs
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46. Orientation Program Types Apprenticeship Schemes Information About the Institution Low High Exposure to Values, Belief & Culture Low High Information Fair Culture & Legacy show
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56. Deploying Talent: Development Strategies & Processes Importance to development ( Employee Perception) Absolutely essential or very important Effectiveness (Not Effective To Effective) Formal Training Cluster On The Job Training Cluster Feedback & Mentoring Cluster