talent is the basic requirement in all organization to grow and we can attract, develop and retain the talent within the company with the help of talent management system. if u use this ppt,give me ur feedback
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PowerPoint slides by R. Dennis Middlemist, Professor of Management, Colorado State University
Talent Management System
A system that create organizational excellence by addresses competency gaps, particularly in mission-critical occupations, by implementing and maintaining programs to attract, acquire, develop, promote, and retain quality talent.
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Talent Management As a System
Talent management as a system concept had its beginning in the late 1980s when client/server technology, optical character recognition software and equal employment opportunity reporting made applicant tracking possible and necessary for most large corporations. It took off in the mid-1990s with the advent of internet, web browsers and database technology. It went mainstream in late 90’s with the explosion of online job boards, e-recruiting companies and corporate employment web site.
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A study was conducted by LBA consulting group in 1990’s. The study examined organization that had survived and prospered, and those had failed, over a time period of 25 years. The result of the study suggested that six human resource condition had to be met in employees selection and performance evaluation processes.
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Cont’d
A performance oriented culture
Low turnover (particularly in premium employees groups) High level of employee satisfaction A cadre of qualified replacement Effective investment in employee compensation &
development
Use of institutional competencies in employee selection
and performance evaluation processes
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Conclusion based on this study were simple: to optimize an organization’s ability to achieve sustained excellence, it must recognize the need for proactive talent management and have a systematic way of accomplishing the activity. On the basis of research organization focus on three outcomes:
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3 Outcomes
of super keepers.
The identification and development of high-quality
The identification, selection, development, and retention
replacement for a small number of position designated as key to current and future organization success.
The classification of and investment in each employee
based on his/her actual and/or potential for adding value to the organization.
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Key elements of TMS
The Talent Management system is comprised of two critical success factors that work together to ensure agencies have people with the right skills, in the right places, at the right times. Addressing the critical success factors helps eliminate gaps and deficiencies in the skills, knowledge, and competencies of employees The two success factors usually work together.
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Elements
and strategic recruitment of diverse and qualified candidates for the agency's workforce. - Attracting
Recruitment: The workforce plan drives the aggressive
Retention: Leaders, managers, and supervisors create and
sustain effective working relationships with employees.
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The workplace is characterized by: A motivated and skilled workforce Attractive and flexible working arrangements Compensation packages and other programs used to
hire and retain employees who possess mission-critical skills, knowledge, and competencies.
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Recruiting- Key elements
Attracting talent
Identifies the challenges involved in attracting a high-quality workforce
Establish competency gap reduction goals and develop
action plans to address current and future competency gaps
Use appropriate hiring flexibilities and tools Attract and hires applicants who possess needed mission-
critical competencies
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Involve senior leaders and managers in recruitment
planning and the implementation of strategic recruitment initiatives to attract talent
Review recruitment, hiring, and merit promotion
programs to ensure fair hiring and assess overall results
Ensure application and decision-making processes are not
unduly burdensome or time consuming
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Retaining- Key elements
Managing Talent Utilize flexible compensation strategies to retain
employees
Develop short- and long-term strategies and targeted
investments in current employees to eliminate competency gaps
• Train the current workforce in required competencies
needed by the agency
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Retaining- Key elements
Document planned and completed retention activities,
including requested budget funding, staff allocation, and management accountability
Create a productive, supportive work environment
through a variety of programs, such as telework, childcare assistance, fitness centers, health assessments, safety seminars, employee assistance programs, parking facilities, and transit subsidies.
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Approach
The model presented here is called Talent Reservior.
Its goal is to build of high-talent people capable of supporting an organization’s current and future business requirements consistent, with the three objectives outlined earlier.
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Talent Reservoir
Talent Reservoir has 3 major component are:
1. Designing and building a Talent Reservior solution.
2. Capturing the Talent Reservior solution in a software
package.
3. Implementing an integrated Talent Reservoir process.
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Establishment of Talent Management System
After a strategically aligned talent management system has been established, the needs then to create a robust talent management system. A TMS involves the following steps: Identification of a process to examine current and future
competencies needed by an org. Developing a model for developing present human resources profile. Conducting a gap analysis and implementing strategies to close gaps. Addressing future gaps through human resource development and succession planning and management.
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Developing Addressing Creating
current talent and investing in new talent at appropriate time. future shortages and excesses of employees for needed competencies. a framework for action plan to meet the future projections.
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4 steps to create TMS
Develop Develop assessment tools assessment tools and scales and scales
Develop competency
definition and measurement scale
Establish a perf. Appraisal
definition and measurement scale
Establish a ‘talent potential
forcast’ definition and measurement
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4 steps to create TMS
Develop assessment Develop assessment tools and scales tools and scales
Create a coaching guide Assemble a best directory
Develop training Develop training application tools application tools
of best training program
Create a directory of top
books
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4 steps to create TMS
Develop assessment Develop assessment tools and scales tools and scales Develop training Develop training application tools application tools
Evaluate each employee using
assessment tools
Evaluate. Evaluate.
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4 steps to create TMS
Develop assessment Develop assessment tools and scales tools and scales Develop training Develop training application tools application tools
Create a ‘bench strength’ summary Create individual talent