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Talent Management

Here are my suggestions for Activity #2: 1. Potential successor for HR Manager: John Smith, currently an HR Generalist with 5 years of experience in recruiting and employee relations. 2. Development plan for John Smith: - Formal training in strategic HR planning through an accredited certificate program - Temporary assignment in the Finance dept to gain exposure to other business functions - Mentoring program paired with the current HR Manager for 6 months prior to transition - Leadership development training focused on change management and communication skills - Stretch assignment leading a special project to implement a new performance management system

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Jake Suarez
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246 views11 pages

Talent Management

Here are my suggestions for Activity #2: 1. Potential successor for HR Manager: John Smith, currently an HR Generalist with 5 years of experience in recruiting and employee relations. 2. Development plan for John Smith: - Formal training in strategic HR planning through an accredited certificate program - Temporary assignment in the Finance dept to gain exposure to other business functions - Mentoring program paired with the current HR Manager for 6 months prior to transition - Leadership development training focused on change management and communication skills - Stretch assignment leading a special project to implement a new performance management system

Uploaded by

Jake Suarez
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Talent Management

Developing Tomorrows Leaders


Nadia McCalla
APPL 647
Fall 2007
What is Talent?
• Special skill or ability
• A capacity for achievement or success
• A core group of leaders and key
contributors (Workforce Management)
Defining Talent
Percentage of HR executives reporting groups they
consider to be "talent," 2006
• Senior leadership 86%
• Midlevel employees with
leadership potential 82%
• Key contributors/technical experts 76%
• Entry-level employees with
leadership potential 48%
Note: Survey of HR executives at 250 North American midsize and large organizations. Source:
Towers Perrin (www.towersperrin.com/hrservices)
What is Talent Management?
A set of business practices that manage
planning, acquisition, development,
retention and advancement of talent in
order to achieve business goals and
optimize performance
What is Talent Management?
Involves:
• Recruitment & Selection
− Knowledge, Skills, and Abilities
• Employee Development & Training
− Improve skills and broaden knowledge
• Performance Management
− Provide feedback for improvement
• Compensation & Benefits
− Rewarding employees to meet financial needs
• Succession Planning
− Tomorrows leaders
How to Identify TALENT
Take a Talent Inventory
− What are the key positions
− Needed competencies
• Knowledge, skills, abilities,
• Attitudes and attributes
− Identify high potential & high performing
employees
Succession Planning

Begin Succession Planning:


− Who are potential successors
− Identify competency gaps
− Have a development plan
− Develop recruitment plans
Development Planning
Employee development plan:
• Formal Training
− Perform current jobs more effectively.
− Next job in the career ladder.
− Job in a different discipline
• Mentoring
− Additional skills and resources
− orient new hires and enables them to function more
productively sooner
• Leadership Development
• Job Rotation
Activity #1
Distinguish between:

Core Competencies & Role Specific Competencies


How to Identify TALENT
Take a Talent Inventory
− What are the key positions
− Needed competencies
• Knowledge, skills, abilities,
• Attitudes and attributes
− Identify high potential & high performing
employees
Activity #2
1. Identify a potential successor for the
HR Manager position.

2. Formulate a Development plan for that


individual
• What development strategies would you
suggest to prepare this individual for their up
coming new role

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