Every organization in the world is facing the issues of developing & retaining the talent. Talent Management is itself is the huge and ambiguous area in HR. Every CEO, HR professional have different understanding about Talent Management. It is like the story of blinds and elephant where each blind perceives the elephant differently. Talent Management is itself is a puzzle where you need to solve it with holistic but practical approach. There are some research which shows that if organizations have solid talent management processes and practices, it has higher positive impact on the business. Hence to understand Talent Management better following things are important to understand firsts, 1) What is talent? 2) What is the TM process? 3) When TM is effective? 4) What are the different TM models? This presentation will give the answers of above...

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Talent Management
Vinod Bidwaik
Director-HR
DSM India Pvt Ltd.

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Talent Management-Movie.wmv.mp4
War of Talent
Watch this movies here:
http://vinodtbidwaik.blogspot.in/2015/11/session-on-talent-management-
process_28.html

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Details ProcessDetails Process
Contents
Talent ManagementTalent Management
FrameworkFramework
Talent Management
Model.
Talent Management
Model.
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22
33
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Talent Management is a Puzzle
created by puzzle itself…
Talent Management is a Puzzle
created by puzzle itself…

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Talent Management Framework
Vision
&
Goals
Prepare & Plan
for the Talent
Strategic
Workforce
Planning
Define & Identify
the Talent
Develop
the Talent
Elevate
the Talent
Engage
the Talent

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Talent
Management
Prepare
& Plan
Define your talent
based on your
business vision,
mission, Goal
Role
Based
Individual
Based
Pool
Based
Succession
Planning:
a) Key roles,
b) Critical roles
Career
Planning
Leadership
Pipeline,
Green Chair

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Talent
Management
Identify
Talent
Calibration
TM
Models
Performance
Management
Assessment
Succession
Planning:
a) Key roles,
b) Critical roles
Career
Planning
Leadership
Pipeline,
Green Chair
Super Profiles!Super Profiles!
Do you have
defined Capability
Model in place?
& it is beyond just
Competency
Matrix..
Super Profiles!
• Competencies,
• Personal
Attributes,
• Knowledge,
• Experience

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Talent
Management
Develop
Individual
Development
Plans
70% 20% 10%
• On the Job,
• Job rotations,
• New roles,
• 2x2x2
• CFTs,
• Global Assignments,
• Projects,
Coaching &
Mentoring
Learning &
Development
Where do I want to go?
Where am I now?
How do I get there?

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Talent
Management
Engage
TVP:-Talent
Value
Proposition
Experience
70%
Exposure
20%
Education
10%
• On the Job,
• Projects,
• On the Job,
• Job rotations,
• New roles,
• 2x2x2
• CFTs,
• Global Assignments,
• Projects,
• Talent Summit,
• Top Management
Conference,
• Shadow
Management etc
• Enrolment to open
Programmes,
• Business Plan
Competition,
• Outside Conferences,
• Education Assistance
Compensation
& Benefits
STI &
LTI

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• DSM runs a large number of projects. It is important to select
the project that will contribute most to your personal
development needs. Each project has inherent learning and
development opportunities which will benefit each Talent.
What is it?
• One of DSM’s core beliefs is that tomorrow’s leaders
require a broad spectrum of understanding and
experience in a global organization. Broadening job
experiences represents a significant opportunity for
developing our Talents towards this goal. It is
fundamentally an exchange process which allows you to
experience other areas of the business based on the 2:2:2
principle:
Who is it for?
• All High Potentials and Top Potentials within the company.What does it bring you?
• This is about gaining work experience outside your current
position, discipline and geographic scope.
How does it work?
Example: Category> Experience>Project Assignment….
Example of Talent Value Proposition….

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Questions!

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Vinod Bidwaik is a seasoned HR professional with more than 16 years of experience in HR
with 11 years of leadership experience in big Indian and Multinationals industries, viz:
manufacturing, media, automobile and life science & material science companies.
He is the recipient of prestigious Asia Pacific HRM Leadership Award 2014 given at Asia
Pacific HRM Congress held at Bangalore. He is on advisory council of World HRM Congress
and World Leadership Congress.
He is currently working with DSM India Pvt Ltd as Director –HR and is also a part of India
Management Team of DSM India. He is also handling Talent Management & Sales Force
Effectiveness at Asia Pacific level . He is also responsible for CSR activities.
He previously worked with Mahindra & Mahindra at their Engine Plant as a Dy. Manager HR
& IR, Semperit Group as a Plant HR Head and Sakaal Media Group as a Chief Manager-
Corporate HR. He has an expertise working on Greenfield projects and establishing HR
functions.
Vinod is Microbiology Graduate; he has done Masters in personnel Management from Pune
University, Diploma in Production Management, Strategic Intervention Programme from
Strategy Academy and Strategic HRM Management from IIM-A’bad.
He implemented various HR practices; OD interventions in his organizations. During his
tenure with Semperit, the company was awarded for Best Innovative HR Practices during
2002 by NIPM. He partners the role of business HR partner and his organizations (past and
current) witnessed the persistent growth through aligned talent management practices.
He writes regularly in management journals and magazines. He is also a life member of
Bombay Management Association, NIPM and NHRD and regular speaker on different
forums. He is also a regular column writer in English & Marathi Dailies.
During leisure time, Vinod reads books, writes blogs & spends time for social activities. He
is married with Dhanashri who is a doctor by profession and blessed with son who is
studying in 7th grade.
His two blog http://vinodtbidwaik.blogspot.com/ and
http://collagetocorporate.blogspot.com/ have a big hit among management professional
and college students.
He can be reached at vinodbidwaik@gmaill.com or vinod.bidwaik@dsm.com