TALENT IDENTIFICATION

AND
MANAGEMENT

Systematic attraction

Identification

Development, Engagement or Retention


Deployment of those individual who are particular value of
organization.


TALENT
MANAGEMENT
it is about the
management
of high-
worth
individuals or
"the
talented"
For others it
is about how
talent is
managed
generally
Different for
different
organization
Top 10% of high-performers, whatever their role or
level.
Executives with potential for board-level
appointments
High-potential individuals who are identified as
the leaders of tomorrow.
An end-to-end view of newly appointed graduates
to top leadership.
Every employee should be included in talent
management activities.


WHO IS OUR TALENT
Does organisation need Talent Management?
succession planning
is growing in
importance as
recruitment budgets
are squeezed
60 % of all employees
state that when the
recession ends they are
going to look for a new
job
67% of companies have
problems recruiting people
where specialist skills are
necessary

Average cost to
recruit a new employee
is Rs.4000.. To recruit
a senior Manager it is
rs.10 000

50% of organisations state
that the recession has had a
negative effect on their
recruitment budget

Appraisal Process for all employees
Performance Against Objectives
Career Discussion- Short term and long term goals
Personal Development Plan and Training Plan
Half Yearly review to check on track

Succession Planning for Senior and Critical Roles
Annual Development Boards
All Senior Managers their direct reports and Critical Roles fill in CV
Template



MANAGING TALENT
MANAGEMENT
Competency mapping
Role analysis
Hr audit and HRIS
Strategic planning
Performance analysis



TOOLS & TECHNIQUES
INDIRECT IMPLIMENTATION OF TALENT
MANAGEMENT IN NASIK WORKS LTD
Performance
Appraisal
Career
planning
Successio
n
planning
Training &
Development
Defining Team management
Implementing TM
Benefits of Implementation


IMPORTANCE OF TALENT IN
RECENT SCENARIO
Role of talent in Job designing
The process of job design has been defined as, Specification of
the contents, methods, and relationships
ASPECTS OF JOB DESIGNING
Job
Structuring
Location/
Scheduling
Work
Organization
IMPROPER DELIGATION OF
WORK
LACK OF HUMAN RESOURCE
FUNCTIONS
LACK OF RESOURCES

PROPER JOB STRUCTURING
WELL DEFINED ROLES OF
HUMAN RESOURCE
HIGH TECHNOLOGY
UNDERSTANDING OF HUMAN
PSYCHOLOGY

POST PERIOD CURRENT SCENARIO
TALENT
POST VS PRE PERIOD
GROOMING TALENT
IN
RETAIL SECTOR
PERSONALITY GROOMING BY GD & PRSENTATIONS

GROUP
DISCUSSION

UNDERSTANDING
THE MANAGERIAL
SKILLS
GROUP HAD AMPLE TO DISCUSS
ON WORTH OF THIS CAMPAIGN AND
TO GAIN KNOWLEDGE ON NATIONAL
& SOCIAL ACIVIST ANNA HAZARE
ROLES AND RESPONSIBILITIES OF HR
DEPARTMENT
Recruitment & selection

Employee relation & Appraisals

To maintain and develop HR policies.
Manage a team of staff. Responsible for mentoring, guiding and developing
them

Prepare information and input for the salary budgets
Ensure appropriate communication at all staff levels.

LEARNING BY PRODUCT KNOWLEDGE
SESSION
Build an attractive culture through open
communication
Respect the diversity of your talent pool
Recognize talent in ways that build loyalty
Recognition must be either monitory or non
monitory

HOW TO RETAIN TOP TALENT
Coaching is about helping talented people to recognize
and release their potential
Coaching is the central performance for all
performance
Coaching is core to most key aspects of talent
management
Helping management to develop talent
Identifying, recognizing and releasing the talent
COACHING FOR TALENT
MANAGEMENT
Everyone has talent. What is rare is the courage
to follow the talent to the dark place where it
leads.