Scribd
Upload
100 views15 pages

OB-Hardik & Ashraf

Talent management is the process of recruiting, managing, assessing, developing and maintaining an organization's employees. It involves several segments like e-recruiting software, learning management systems, compensation management, and performance management. These tools and processes help organizations plan their workforce needs, acquire and develop talent, evaluate employees, and link skills to jobs in order to achieve high performance. Measures of an effective talent management strategy include defining performance management needs, aligning business units with strategy, and identifying what types of employees are needed and where they can be found.

Uploaded by

api-3705334
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
100 views15 pages

OB-Hardik & Ashraf

Talent management is the process of recruiting, managing, assessing, developing and maintaining an organization's employees. It involves several segments like e-recruiting software, learning management systems, compensation management, and performance management. These tools and processes help organizations plan their workforce needs, acquire and develop talent, evaluate employees, and link skills to jobs in order to achieve high performance. Measures of an effective talent management strategy include defining performance management needs, aligning business units with strategy, and identifying what types of employees are needed and where they can be found.

Uploaded by

api-3705334
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 15

Talent Management and its

Measures

A2 PGP/FW/06-08

Hardik Patel ….16


Ashraf Ansari ...10
Talent Management
What is Talent Management?

The process of-

Recruiting, managing, assessing,


developing and maintaining organizations
most important resource -its people
Segments of Talent
Management
 e-Recruiting Software

 Learning Management
System

 Compensation
Management

 Performance Management
e Recruiting Software
 Workforce planning- planning
organizational needs, acquiring budget for
new openings

 Recruiting- identify, interview, compare &


hire new candidates

 On-Boarding- ensure new hires are


briefed on all HR & benefits matters &
arrange training schedule
Learning Management system
 LMS are Web based “Anytime Anywhere
access” to learning content

 LMS allow people registration, delivery &


tracking of e learning courses

 LMS develops people’s skills through


training
Compensation Management
 Succession Planning- identifying
candidates for new position, leadership,
mngmt etc & prepare

 Compensation & Benefits-identify &


deliver
C&B plans for each job & position

 Skill gap Analysis-identify critical skills &


locate potential gaps & plan to avoid gaps
Performance management
 Goal Management
 Performance appraisal
 360 degree Feed Back
 Development planning and training

-are used for employees to understand


their roles, strategic business objectives,
expectation in day to day activities, etc
Measures
 Define the need for performance management
solutions

 Determine Strategy for moving forward

 Align Business units with strategy

 Agree the kind of people in company and what


kind of people you need
 Evaluate employees on consistent criteria

 Give workers a sense of belongingness with the


company

 Give employees an opportunity for career growth

 Link workers skill’s to the job roles


 Encourage people to behave in a way

 which will carry the companies goals

 Identify Gaps and monitor those over time.


To Achieve High Performance
people must have:
 Clear goals & performance standards

 Clear values & boundaries of behavior

 Understanding how they contribute to


business performance

 Capability to deliver high performance


 Motivation to deliver high performance

 Understanding of how they will be


rewarded for high performance

 Understanding of consequences of poor


performance

 Sufficient resources to do the job


Four Things to Improve Quality of
Hires
 Identify what characterizes a high
performer.

 Find top performers

 Find out where high performers are


located

 Find out what attracts potential high


performers to our organization
Benchmark firms
 Microsoft
 GE
 Pepsi
 Intel
 Wal-Mart
 Dell
 Southwest Airlines
Thank you

You might also like