Why the emphasis on talent?

High performing companies do better at managing and

retaining talent Valuation of the companies is measured by talent Business environment is more complex and dynamic Employee expectations are also changing According to HRPS (2013)

Talent Management
TALENT=COMPETENCE+COMMITMENT+CONTRIBUTION Being competent is not only enough to be a talent The competent person should be committed to the causes and goals of the organization And should be able and willing to contribute to the success of the organization So, developing your talent is not enough, the organizations need to take all the measures to motivate, reward their talent pool to gain their commitment and contribution. Retention is also essential to gaurantee future alignment of the talent with the right key positions

Talent Management Process

Organization Analysis -Job descriptions -Job spesifications

Analysis
Potential Candidates

Performance Evaluation Buss. Results Personal Development Activities

Assessing the Emloyees

Assessment
Career Potancial Candidates Committees and Succession Lists

Approval of the Lists

Development
Talent Development Programs

March-June

July

August on

Competency and its importance

Competencies are the core elements of talent management practices They are the demonstrable and measurable knowledge, skills, behaviors, personal characteristics that are associated with or predictive of excellent job performance. Through a competency model the organization sends a consistent message to the workforce about what it takes to be successful in the job Helps employees understand what helps drive successful performance The Competency Model approach focuses on the How of the job. Competency model is behavioral rather than functional, focuses on the people rather than jobs Competency models are outcome driven rather than activities (Job descriptions focus on activities, competencies focus on outcomes) Integrates HR strategy with business strategy both focus on outcomes

Proactive Supply of Talent and Team Effectiveness

We need to be proactive in generating a steady supply of leaders to meet anticipated demand for leadership talent and drive team effectiveness.
Ultimate goal: Faster Growth and Improved Business Performance

Enabled by:

Clear Strategy

Right People in the Right People Right Roles in the Right Roles

Organizational Right People Structure and in the Right Roles Processes

Team Work Team Development

Requires:

Identify/Select Leaders Retain Leaders

Develop Leaders