TALENT MANAGEMENT

EVP employee value propositwhat motivates your staff and how you can be better
placed to target strategies that will keep them in your organisation.

It provides valuable feedback for use in annual reviews, talent retention, employment
branding and other human resource management needs.

Consider..






..at any one time 59% of employees will be
open to working elsewhere


What is Talent Management?
Comply
Automate
Align
A set of processes that allow a company to increase value provided
by their human capital.

Key processes
Goal alignment
Candidate selection
Performance management
Employee development
Rewards delivery

Workforce is more:
Suitable
Engaged / Committed
Flexible / Adaptive
Productive
Par
Characteristics Of Good Talent Management
Ownership and involvement
Business objectives permeate every aspect of the system
The system is measured in real business terms and results are acted
upon
Hire the right people.
Acclimate new employees
Discuss career interests with employees
Identify developmental opportunities
Identify training opportunities
Offer appropriate rewards and recognition
Help employees to advance
Create a workplace that has meaning and purpose

MANAGING TALENT EFFECTIVELY
Identify key roles
Take an inventory of your talent management
skills
Measure the right things
Set up a process-wide feedback
The Develop-Deploy-Connect Model

Alignment: Connecting people to work that is motivating.

Commitment: Providing coaching and mentoring.
Capability: Developing critical skills to ensure success.

Building Leadership Supply

Requires an integrated Approach Which Addresses

the Following Areas:
Assessing
new and
current
talent
Developing
talent
Transitioning
Talent
Acquiring
talent
Talent Management Process
TALENT ACQUISTION


CORE CONCEPT

Get away from the 'fill in the box' thinking to one that is more pro-active

And much closer to building the skill sets required to achieve business
success.

Key to success in talent acquisition is the unique way that you are able
to tap into the 'top performers' who are not really looking for another job

IMPORTANCE

Understanding workforce demographics (current and future)

Identifying economic issues impacting organizational sustainability

Identifying organizational and cultural issues impacting talent acquisition

Knowledge of industry trends and emerging issues

TALENT ACQUISITION STRATEGIES
Strengthen Your Own Direct Reports

Establish a talent Standard sharp difference between poor;
average and excellent performance is creating a benchmark for
evaluation and promotion.

Influence People Decisions Far Down the Organization

Drive a Simple, Probing review of Talent

Hold Managers Accountable for the strength of their talent pools

Poaching talent

Old Mindset
A vague notion that People are our most important
asset
HR is responsible for people management
Two days succession planning
I work with the people I inherit
New Mindset
A new conviction that talent leads to better corporate
performance
All managers are accountable
Talent managers is a central part
I take bold actions to build the talent pool I need
BALANCING INDIVIDUAL AND
ORGANIZATIONAL NEEDS
THE CHANGING CAREER PARADIGMS
OLD PARADIGMS
Job Security
Longitudinal Career Paths
Job/Person Fit
Organizational Loyalty
Career Success
Academic Degree
Position/Title
Full-Time Employment
Retirement
Single Jobs/Careers
Change in jobs based on fear
Promotion highly tenure based

NEW PARADIGMS
Employability Security
Alternate Career Paths
Person/Organization Fit
Job/Task Loyalty
Work/Family Balance
Continuous Relearning
Competencies/Development
Contract Employment
Career Sabbaticals
Multiple Jobs/Careers
Change in jobs based on
growth
Promotion highly performance
based

THE PSYCHOLOGICAL CONTRACT
The overall set of expectations held by an individual with respect to
what he or she will contribute to the organization and what the
organization will provide in return.

Contributions from
the Individual
Effort
Ability
Loyalty
Skills
Time
Competencies
Inducements from
the Organization
Pay
Job security
Benefits
Career opportunities
Status
Promotion opportunities
The Road Ahead..




Its Only The Strategy
That Will Matter.