Talent Management for the twenty-first century

Hemant Godhwani Harshit Kathuria Shikha Pande Praveen Rajagopalan Apoorv Singhal

Talent DNA Model

Focus on enhancing the potential of people by developing capacities. Capacities are the basic DNA of an organization and also of individual potential. Operations Principles Applied to Talent Management Principle 1: Make and Buy to Manage Risk Principle 2: Adapt to the Uncertainty in Talent Demand Principle 3: Improve the Return on Investment in Developing Employees Principle 4: Preserve the Investment by Balancing Employee-Employer Interests Talent DNA Model In order to successfully balance the notion of talent supply with business demand, knowledge infusion breaks down the talent DNA model into three parts. 1. Skills and capabilities required throughout the organization. 2. Skills and capabilities which relate to the job position. 3. Organizations must be able to hire the right people

Talent DNA Model

With all three components in place, organizations can apply the talent DNA Model to virtually any HR supply and demand process - whether its recruiting, on boarding, staffing, or development.

Mapping competencies to achieve goals

Translating organizational vision into goals and mapping the required level of capacities and competencies to achieve goals.

Assessment of talent

Identification of development path Clear understanding of the varied roles within the organization and appreciation of the value-addition from self and others leading to building a culture of trust, sharing

Navigation

Point of departure

Point of arrival

Aligning individual values and vision with organizational values and vision.

Talent DNA Model

With all three components in place, organizations can apply the talent DNA Model to virtually any HR supply and demand process - whether its recruiting, on boarding, staffing, or development.

Mapping competencies to achieve goals

Point of departure
Assessment of talent to profile the level of capacities and set of competencies possessed within the organization.

Assessment of talent

Identification of development path Point of arrival

Individual growth to meet and accept varied, incremental and transformational roles in an overall scenario of acknowledged need for change.

Navigation

Enhancing capacities to learn, think, relate and act through development initiatives

Talent DNA Model

With all three components in place, organizations can apply the talent DNA Model to virtually any HR supply and demand process - whether its recruiting, on boarding, staffing, or development.

Mapping competencies to achieve goals

Point of departure Gap analysis and identification of development path. Navigation

Assessment of talent

Identification of development path Point of arrival Developed individuals enabling breakthrough performance.

Helping individuals realize their full potential through learning and development.

THANK YOU