In the name of the GOD

SHIRIN RANJBAR
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IMPORTANCE OF EXECUTIVE TALENT
MANAGMENT
Risk management
Cost containment
Supply-chain sustainability
Resource efficiency
Maintaining in the competitive edge

Business results will be predicted by an organization`s approach to executive talent management
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BILL
CONATY
What is critical to business performance?
Invest in executive talent development, assessment, and retention with no matter for economy
Environment , in a continual term
Attracting right talent with respect
For development needs even for people at the most senior level
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Claudio Fernandez-
Araoz
Lack of manager in the right age for leadership roles
What should company do to attract outstanding executive?
Long term
Short term
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Claudio Fernandez-
Araoz
Companies can attract superior talent and effectively integrate new leaders by:
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Sumner Redstone
competence
commitment
character
Assessing executive talent by three C`s
the final piece of building , rebuilding, or maintaining a company`s prized
Management advantage over the competition is retaining the best executive
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Bill George
Challenge them
Put them in tough jobs
Make them responsible for something
Promote young people
Flatten organization
Give people opportunities to lead
Keep your top business leader on board by:
They will stay with
you and be true to you
Reward business leaders for their performance and not simply
reward their decision to stay with the company
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Which function of human resource management are described in this case?
Which are missing ? in what ways, if any, are missing functions relevant to building
Competitive advantages , too?
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Human resource responsibility
HR Roles in building a competitive
organization
Management of firm
infrastructure
Management of
employee
contribution
Management of
transformation and change
Management of strategic human
resource
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Competitive challenges
Increased Value Placed on Knowledge:
75% of the value in any company is, intangible (intellectual
capital) which refers to creativity, productivity, and service
provided by employees.
Effective management of people is key to boosting the
value of intellectual capital.
Skill Requirement:
The emphasize is on knowledge workers and service work, skills
requirements have changed. The demand for cognitive skills,
mathematical and verbal reasoning ability- and interpersonal
skills related to being able to work in teams or to interact with
customers in a service economy.
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Competitive challenges
Changes in the Employment Relationship:
The psychological contract changed: From relational to transactional
Meaning : employees aren't expecting job security, they want
employability-that is, they want their company to provide training and
job experiences to help ensure that employees can find other
employment opportunities.
(The challenge for HR is how to build a committed, productive
workforce in turbulent economic conditions
The global challenges
Development of global market
Competitiveness in global market through HRM practice
Preparing employee for international assignment

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The writer and people interviewed talk about competitive advantage coming from
the qualities of company`s top executives. To what extent do this principles apply
To middle managers, supervisors, and non-management employees?
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Common areas of supervisors involvement in HRM
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Assign right people in right position
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If you have any question, please
ask
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