Talent Management

Satyendra
rohit
Anand
Definition’s
1. Talent is like electricity. We don't understand
electricity. We use it.
Maya Angelou, Peninsula school, USA
2. Talent is only starting point in business. You have got
to keep working that talent.
Irving Berlin
3. Talent is culture with insolence.
Aristotle
 Talent Vs Knowledge people

Talent knowledged people

1. Make and break the rule Conserve the rule

2. Creates new Implements
3. Initiate change Support change
4. Innovate Learn
5. Direction Action
 Source of Talent

Talent management
system

Internal talent Hidden Talent Talent from market

Hidden and Internal Talents:
Often found lurking in the most unlikely places there are
people within your organization who leave most signs of their
talent at home! In their life outside work these people hold
down positions of responsibility (e.g. volunteer youth worker,
rugby coach) or they display outstanding creativity . At work
however these people are frequently categorized as “someone
who does a good job and then goes home.

Market Talents:

Talents that any organization wants to acquire from market,

colleges, university, society, and from other organization
Why talent management

Talent management implies recognizing a person's inherent

skills, traits, personality and offering him a matching job.
This is beneficial for both organization and employee
Organization Benefits :
* Increased productivity
* A better linkage between individuals' efforts
* Commitment of valued employees
* Reduced turnover
* A balance between people's jobs and skills
Employee Benefits :
* Higher motivation and commitment
* Career development
* Sustained motivation and job satisfaction.
 Why talent management cont…

Cost to loose a talent:

Costs
Salary 100.000 Euro
Additional salary costs 30.000 Euro
Costs for colleagues who have to deal
with jobs not done by that employee* 33.000 Euro
Costs for headhunter 35.000 Euro
Costs for making the new hire productive** 50.000 Euro
Costs for colleagues taking over add. tasks
to compensate on boarding time of new hire 33.000 Euro
Total 281.000 Euro

Other important purpose :

1. Transparence about our Human Capital

2. Recognition &Development of performance and potential
3. Long – term Competitiveness
Some points in managing talent

1. Talents do not respond well to command and control style

2. Talents need freedom and flexibility
3. Practice and foster a winning attitude
4. Allow participation in decision making
5. Use Talent based decision
6. Praise in public , Pan in private
7. Use total honesty
8. Grant trust
9. Focus on process not on result
10.Be a friend not a boss
11.Treat Talent as customer
 Talent management
system

Design Talent friendly

Design TMS
environment
Talent Friendly Environment

A winning organization management System has nine element to

build a talent friendly environment where talent can be attracted and
retained.
Customer Focus System

Performance And Satisfaction Measurement System

Participative management system

Change management system

Constant Innovation system

Project team formation system

Employee development system

Human resource management system

Financial Support system

Talent Friendly Environment cont….

Performance and satisfaction measurement system

1. Talent Satisfaction Measurement System

2. Talent Action Response System
3. Talent Management system
Talent Friendly Environment cont….

Participative management system

1. Management by participation, process, project and

wondering around
2. Responsibility, authority, accountability process
3. Open door practice
Talent Friendly Environment cont….

Constant Innovation System

1. Innovation Institute
2. Implement six sigma
3. Benchmarking
4. Training
5. Idea seeding and cultivation fund
6. Champion process
Talent Friendly Environment cont….

Employee Development System

1. XYZ management
2. Performance assessment and enhancement process
3. Career planning
4. Four C’s process
5. Talent scorecard
TMS:
TMS is an effective tool for creation of relationship between talent
and management. This deals how organization attract, keep and
manage talents.

TM is the process of managing the supply and demand of talent to

achieve optimal business performance in alignment with
organisational goals.
Heidi Sprigi, President of knowledge infusion

TM refers to the process of developing and interacting new

workers, developing and retaining current workers, and attracting
highly skilled workers to work for the company.
Wikipedia
 TMS

Attract Talent
Keep Talent Manage Talent Identify talent

1. Compensate Talents 1. Establish effective 1. Identify own

1. Design a talent talent before
as suppliers communication and
management cooperation hiring talent
system 2. Right location to
attract and retain 2. Allow talent to create 2. Performance
2. Unbiased reward Talents and apply knowledge
based talent
and reorganization 3. Assign right job to 3. Build trust on talents tool
right talent
3. Flexible work 4. Set positive &
3. Test based
environment and 4. Career and constructive challenge
succession plan 4. Scorecard
positive culture 5. Performing XYZ
5. Balance age, race, analysis entries
4. Proper training gender, color
6. Monitor talent as
5. Effective and 6. Create challenging assets
meaningful environment
7. Set challenging
appraisal system 7. Create social bond business goal
through adventure,
6. Design job for 8. Take corrective action
sports, party, contest
if necessary
talented people etc

7. Proactive visionary 8. Profit sharing plan

management and 9. Eliminate non
leadership working people

8. Provide proper
research facility
Steps to identify talents:

1. Select a jury : who examine evidence, vote and their strengths.

Jury design a scorecard.

talent scorecard
Attributes Type of evidence self score jury score
Innate Skills
Intellectual strength
Creativity
Work hard
Work smart
Continuous learning
Passion for work
Passion for action
commited to enterprise
…………….
…………….
…………….
…………….
…………….
…………….
 Steps to identify talents cont…

2. Selecting and understanding evidence: Two objective and two

subjective evidence

Boss + 1 or 2

Talent subject Customer peer

Supplier peer

2 or 3 subordinate
Steps to identify talents cont…

3. Self scoring : Talent should make self assessment.

4. Jury scoring : Jury gives the score to talent on evidence

5. Average scoring of jury members
6. Analyze score : score shows whether weakness or strength
7. Normalize score to common scale:

Score
Position = Scale range
Maximum count
Steps to identify talents cont…

9 8 7 6 5 4 3
Super talent
Strong talent
Talent
Watch talent
Average
Watch for improve
Questionable talent
Weak opportunity
2 1

No talent

Normalize score to common scale

 Challenges solutions

Collision between talents Talent Fusion

Not compatible with change Gross root education

Talent development budget

Hiring and holding

Forecast return on talent

Replacement cost

Training cost
 Knowledge generated and applied
Return on talent (ROT) =
Investment in talent

Project value - project expenses

=
Investment on talent
 Conclusion
It is agreed by almost all CEOs of big
companies that it is the human
resource – a talented one – that can
provide them competiveness in the
long run. So, it is the duty of the HR
department to nurture a brigade of
talented workforce which can win the
war in the business field.
 References
The talent era by subhir chaudhary
www.wikipedia.com
www.management.com