Talent Mgmt Case Study

7/28/2019 Talent Mgmt Case Study

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1unfolding the true elements of people and organizations

TALENTMANAGEMENTCASE STUDY

The Background

A country subsidiary in India of a MNC specialist pharmaceutical company has over 150

people supporting two main businesses visioncare and surgicals. The leadership group

of the firm in India realized that the market conditions in India were at a strategic

inflection point, similar to the space where the telecom industry was a decade earlier.

They wanted the firm to be best positioned in the marketplace to take advantage of the

future growth.

What the organization realized was that to help take the advantage of this growth it

needed to address two major challenges on the people management front. They were:

1. Increase retention specially at the middle management level2. Get high talented performers ready for leadership levels.

The organization reached out to Vyaktitva - a performance support consulting firm for a

holistic approach and implementation help.

The Vyaktitva Approach

Vyaktitva approached the clients needs using its Epower 7

approach. This was chosen as it

helps to Unravel the real causes of the talent management problem or excavate an

opportunity

Co-create/ blue print and build ownership for a group intervention that is tailorfit for your needs

Execute the intervention by walking the thin line on softer ground and measureimpact

Enshrine the created processes or benefits of intervention in the organizationPhase I Excavate:

The Vyaktitva consultants conducted one on one discussions with a group of employees

across levels to understand the business. These discussions were conducted using

Appreciative Inquiry to focus on the clients strengths.

The consultants further studied all documents like Job Descriptions, the Performance

Management System process as well as the Potential Management process. On

analyzing the structure Vyaktitva came to the conclusion that the client had too many


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roles and competencies described. Vyaktitvas suggestion was to make it simple for

people to comprehend and hence reduce the complexity.

This was done at two levels. Vyaktitva Consultants helped the company HR to pare the

competencies and work levels. Then these were presented to the Leadership team of

the organization and in a workshop facilitated by Vyaktitva Consultants, a second levelreduction was done by the Executive Committee to finally arrive at 4 work levels and 8

finalised competencies. In the same workshop Vyaktitva Consultants helped the

Executive Committee to also articulate the various behavioral indicators to display the

competencies at different levels.

After the leadership workshop Vyaktitva consultants refined the various competencies

and their level wise behavioral indicators to make them easy to comprehend and apply.

These finalized competencies and their behavioral indicators were then verified by

Vyaktitva consultants by doing workshops with high potential employees at each level

and then finalized.

Vyaktitva after clarifying the competency framework designed the process the process

of career development which covered

- The overall principle of the talent management framework - to ensure that allemployees take ownership of their own career journeys

- how a leader would identify different levels of talent readiness Specific timeframes were defined to move to the next level

- A key principle for the process of development was learning through real lifewhere we recognized that 70% of learning happens on the job, 20% is directed

by a mentor/coach and 10% by attending formal learning sessions.

Vyaktitva then put all these together in a ready reckoner book which soon became the

bible for talent and career development in the organization.

This was done by training key people on the talent management framework, who then

trained other employees which contributed to a huge level of energy being generated

in the organizational system.

This was a followed up with a Counselling workshop for selected leaders who would act

as career counselors to employees after which they started conversations arounddesigning critical experience projects which their counselee would implement for

competency development.

Review Process


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To keep a track of the project the Vyaktitva consultants have a Monthly project review

with Executive Leadership committee of the client.

Impact on the client

Employees now understand and grasped the competency framework for career

development and what kind of behaviors are expected from them at each level.

The employees across the entire organization now have a view on potential future

career growth path and what they need to do to achieve that.

The entire organization has moved to a developmental frame - which is focused on

business impact for example, each employee has undertaken a developmental project

which has a business impact.

Documents

Talent Mgmt Case Study