[effective talent management strategy*

*How to Maximize ROI with Low Initial Investments

[vladimir damnjanovic]

[talent[mass noun] natural aptitude or skill definition given by oxford dictionaries

talent management*Broadly defined as the implementation of an integrated strategies or systems [talent acquisition, onboarding, performance management, learning and development, rewards, succession planning / talent review] designed to increase workplace

productivity by developing improved processes

for attracting, developing, retaining and utilizing people with the

required talents (skills and aptitude) to meet current and future business needs. definition given by SHRM;

[talent acquisition

*employer’s branding [values workshop | talent shortage planning [employers branding strategy | graphic elements [communication channels [student binding process [impressions during recruitment process | gifts [endorsements

*talent sourcing [recruitment strategy | channels and partners [selection process | talent assessment [skilled interviewers [checking image during interviews [metrics / contests for best employer

tale

nt

acq

uis

itio

n

att

ract

ing

[onboarding

[when onboarding process starts for you?before first day 52.1%* [welcome

letter]on 1st day or later 47.9%*

[what means first day? intro presentation

handbookgiftcommon lunch

[duration of onboarding process90 days 24.9%*

[highly structured process | mentor or buddy [reality checks

30 & 90 days *A Journey through the Landscape of Employee Onboarding 2012 Survey Results©2012 Intrepid Learning Solutions

onboarding

att

ract

ing

[performance management“clear link between performance management, development and rewards will create conditions for talents retention”

*objective management [transversal & linked to strategy [management level / company & individual [associates level / team based & individual [base level / team based

*competencies management [clearly defined and linked to values [appraisal process clearly defined [appraiser are trained [list of development activities [linked to rewards

Perfo

rmance

managem

ent

reta

inin

g

[learning & development

core principle / development responsibilities

develo

pin

gMe Human

Resources

Department

My Manage

r

*management development [self awareness [manager@our culture [manager as a coach [core trainings [training reinforcement [recognition program

Learn

ing &

deve

lopm

ent

[Learn

ing &

deve

lopm

ent

develo

pin

g

learning[focus on three main talents and technical skills, improvement areas should be developed on acceptable level[approach to development as marketing campaign to changing behavior

[well developed learning policy[transversal learning[core internal training Communication Collaboration Creativity / Creative Solving Problems[coaching process[development plans Individual development plans performance improvement plan

[rewards strategy

* compensation[defined policy and position on market[established pay structure[salary increase policy based on

performance / potential / market[clear link between performance and

rewards[bonus system connected to objectives and competencies

*performance & recognition[clear link between values and recognition[recognition programs for learning support[idea management process and rewards

*benefits, work/life balance & development and career opportunities

att

ract

ing &

reta

inin

g

[ta

lent re

view

develo

pin

g &

reta

inin

g

talent review[focus future[potential assessments[link with learning and development

[well developed process[involvement of all stake holders[decisions that affect future

[creation of individual talent profile[succession plans

= value workshopcommunication channels: social media, infostud, student binding

programs, tools for talent assessment,

well defined selection process,

high brand visibilityhigher quality of candidates poolstudent pool for

future development of companies

lower recruitment and selection costssubstitute for job

boards | recruitment through

social mediaeffective PR as consequence of

selection processlower possibility of

hiring mistakes

Faster integration process of new

comersDecreased time for

reaching full productivity

positive impressions

employees as ambassadorPrevention of

making decision for leaving in first 6

monthsImage of company that takes care of

employeesclear process,

well defined goalscompetencies

linked to values

steering organization

road map for talent development

base for linking performance

management and rewards

development of goal oriented

culture+ +Structured onboarding process

giftfirst 90 day plans

reality checks metrics

= developed strategydeveloped internal core trainings and

trainersmanagement development

processinitial investments

in learning,

highly developed workforcedeveloped

management that can develop all

peopleperception of company that

invests in peoplehigh retention due to comparison to

other companies in industry

productive company in terms

of clear communication and

collaboration

link between performance and

rewardsculture of high performance

clear aim of reward strategy is to

reward most key people in companycost optimization due to following clearly defined market strategyreinforcement of

learning investments

clear process,decisions that affects future

compass for development

identification of key people in companyapplying retention

strategylink with rewards and performance+ +clear strategy

recognition process and awards

promise about work life balance

+

su

ccess

talent management