MANAGEMENT DEVELOPMENT

TALENT
MANAGEMENT
 What is Talent
Management?
 It is a process of managing aptitude, abilities
& skills of a person or an employee for his
personal as well as organizational
development.
 The word managing means identifying the
competencies required and present; doing
Gap analysis & finding training needs, &
sketching overall career path for the
employee.
 It also means developing certain skills in an
employee & sketching his career path.
 Talent Management
also means….
“Creating Organizational
Excellence by Identifying,
Developing, and Positioning
Your Best People”
 Talent
Management
Results into….
1. A performance-oriented culture.
2. Low turnover (especially in
premium employee groups).
3. High levels of employee
satisfaction.
4. A cadre of qualified replacements.
5. Effective investment in employee
compensation and development.
 Career Planning
 Devising an organizational
system of career movement
and growth opportunities from
the point of entry of an
individual in employment to
the point of his retirement

 A management technique for

mapping out the entire career
of young employees in higher
skilled, supervisory and
managerial positions.
 Career Planning Process
& Activities
1. Preparation of Personnel Inventory of
the Organization.
2. Building career paths or ladders for
various categories of employees
3. Locating or identifying employees with
necessary potential for career
planning:
4. Formulation and Implementation of
Training and Development Plans and
Programmes
 Process Contd…
5. Maintaining age
balance while
taking employees
up the career path.
6. Review of career
development Plans
in action.
 Talent Anchors
 There are certain attitudes & talents formed
at early stage of your life, guide people
throughout their career.
 They “anchor” an individual to one or few
related types of careers.
 Knowledge of these careers anchors helps
in planning career development.
 Five types of Talent
Anchors
1. Managerial Competence: capacity to take
responsibility, ability to influence & take
control & skills in problem solving.
2. Technical-Functional competence:
functional work, remain experts rather than
become managers.
3. Search for security: more attached to
organization or a location than a work.
4. Desire for creating and developing
something new
5. Freedom of Independence.
Career Developmental
Cycle

 Exploratory
Stage
 Establishment

Stage
 Maintenance

Stage
 Stage of Decline
 Talent Identification
 Most important aspect of
Talent Management is
identifying talent in an
employee or an
individual.

 This is the first and the

most crucial step in the
entire process.
 Talent Identification
Tools
 Simulation: employees are exposed to
hypothetically real life situations. This test
reveals abilities of persons with high
predictive validity since they perform on job
tasks. Eg. In-basket exercises & role play.
 Job-Knowledge Tests: measures the level
of knowledge a person possesses in the
given area/field. These are based upon job
analysis reports.
 Personality Tests: this is used to identify the
personality characteristics. General
behaviour & overall attitude.
 Tools contd…
 Skill Inventory Tests: to understand the
areas of interest of a person, this method is
used.
 Cognitive Aptitude Tests: these are used to
determine reasoning abilities, memory and
numerical n linguistic competencies.
Eg. Employment & competitive tests which
are conducted during recruitment.
 Psychomotor abilities tests: these are
used to measure dexterity & coordination
abilities. Depending upon the job
requirement, the tests are designed.
 Competency…Part of
Talent Management
 Competencies are defined as knowledge,
skills, attributes, and behavioral traits
required for individual and organizational
success.
 Competencies can relate directly to an
individual’s success in a particular job family
that involves demonstrating knowledge in a
technical, professional, occupational,
vocational, or process area.
 Competency Model
 CORE COMPETENCIES MODEL.
 JOB FAMILY SPECIFIC COMPETENCY
MODELS.
 CLERICAL/SUPPORT/STAFF/PARAPRO
FESSIONAL COMPETENCY MODEL.
 RESEARCH/TECHNICAL COMPETENCY
MODEL
 ADMINISTRATIVE/PROFESSIONAL
COMPETENCY MODEL

 SUPERVISORY COMPETENCY MODEL

 Why Talent
Management ??
 Identify, select, and cultivate
"Superkeepers"—the employees your
organization can not afford to lose.
 Locate and develop highly qualified

backups for key positions, which are

critical to organizational continuity.
 Allocate resources to employees based on

actual and/or potential contribution to

organizational excellence.
 Tips For Better Talent
Management
 Effective talent
management starts at the
top.
 Strategic talent
management will impact
profits.
 Retention of top talent can
boost cost savings.
 Understanding the needs
of your talent pool is key
to retention.
Thank You !!!