TALENT IDENTIFICATION AND

MANAGEMENT

TALENT MANAGEMENT --- ?Systematic attraction

Identification

Development, Engagement or Retention

Deployment of those individual who are particular value of organization.

TALENT MANAGEMENT

it is about the

management of high-worth

individuals or "the

talented"

For others it is about how talent

is managed generally

Different for different organizatio

n

•Top 10% of high-performers, whatever their role or level.•Executives with potential for board-level appointments•High-potential individuals who are identified as the leaders of tomorrow. •An end-to-end view of newly appointed graduates to top leadership.•Every employee should be included in talent management activities.

WHO IS OUR “TALENT”

Does organisation need Talent Management?

“succession planning is growing in importance as recruitment budgets are squeezed”

“60 % of all employees state that when the recession ends they are going to look for a new job”

“67% of companies have problems recruiting people where specialist skills are necessary”

“Average cost to recruit a new employee is Rs.4000.. To recruit a senior Manager it is rs.10 000”

“50% of organisations state that the recession has had a negative effect on their recruitment budget”

•Appraisal Process for all employees

•Performance Against Objectives

•Career Discussion- Short term and long term goals

•Personal Development Plan and Training Plan

•Half Yearly review to check on track

•Succession Planning for Senior and Critical Roles

•Annual Development Boards

•All Senior Managers their direct reports and Critical Roles fill in ‘CV Template’

MANAGING TALENT MANAGEMENT

Competency mappingRole analysis

Hr audit and HRIS Strategic planning

Performance analysis

TOOLS & TECHNIQUES

INDIRECT IMPLIMENTATION OF TALENT MANAGEMENT IN NASIK

WORKS LTD

Performance

Appraisal

Career planning

Succession

planning

Training &

Development

Defining Team management

Implementing TM

Benefits of Implementation

IMPORTANCE OF TALENT IN RECENT SCENARIO

Role of talent in Job designing

The process of job design has been defined as, “Specification of the contents, methods, and relationships

ASPECTS OF JOB DESIGNING

Job Structuring

Location/Scheduling

Work Organization

IMPROPER DELIGATION OF WORK

LACK OF HUMAN RESOURCE FUNCTIONS

LACK OF RESOURCES

PROPER JOB STRUCTURING

WELL DEFINED ROLES OF HUMAN RESOURCE

HIGH TECHNOLOGY

UNDERSTANDING OF HUMAN PSYCHOLOGY

POST PERIOD CURRENT SCENARIO

TALENTPOST VS PRE PERIOD

GROOMING TALENT IN

RETAIL SECTOR

PERSONALITY GROOMING BY GD & PRSENTATIONS

GROUPDISCUSSION

UNDERSTANDING THE MANAGERIAL

SKILLS

GROUP HAD AMPLE TO DISCUSSON WORTH OF THIS CAMPAIGN AND

TO GAIN KNOWLEDGE ON NATIONAL & SOCIAL ACIVIST ANNA

HAZARE

ROLES AND RESPONSIBILITIES OF HR DEPARTMENT

Recruitment & selection

Employee relation & Appraisals

To maintain and develop HR policies.

Manage a team of staff. Responsible for mentoring, guiding and developing them

Prepare information and input for the salary budgets

Ensure appropriate communication at all staff levels.

LEARNING BY PRODUCT KNOWLEDGE SESSION

•Build an attractive culture through open communication

•Respect the diversity of your talent pool

•Recognize talent in ways that build loyalty

•Recognition must be either monitory or non monitory

HOW TO RETAIN TOP TALENT

•Coaching is about helping talented people to recognize and release their potential•Coaching is the central performance for

all performance•Coaching is core to most key aspects of

talent management•Helping management to develop talent

Identifying, recognizing and releasing the talent

COACHING FOR TALENT MANAGEMENT

Everyone has talent. What is rare is the courage to follow the talent to the dark place where it leads.