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PMS, T&D, Talent Matrix

This document discusses competency development and talent management. It includes sections on performance management systems, developing an annual training and development plan, identifying different learning styles, using a talent matrix to assess employees' performance and potential, identifying high-potential talent making up 5% of the workforce, creating career and succession plans, and leadership development programs. The goal is to effectively leverage employees' competencies, identify and develop talent, and plan for their careers and succession.

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ragini
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52 views12 pages

PMS, T&D, Talent Matrix

This document discusses competency development and talent management. It includes sections on performance management systems, developing an annual training and development plan, identifying different learning styles, using a talent matrix to assess employees' performance and potential, identifying high-potential talent making up 5% of the workforce, creating career and succession plans, and leadership development programs. The goal is to effectively leverage employees' competencies, identify and develop talent, and plan for their careers and succession.

Uploaded by

ragini
Copyright
© © All Rights Reserved
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
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Developing &

Leveraging
Competency

1
 PMS
 T&D Yearly Plan
 Learning Styles
 Talent Matrix
 Identification of Talent (5%)
 Career & Succession Plan
 Leadership Development

2
PMS

3
T&D Yearly Plan

4
Learning Styles

5
Learning Style Model

Activists Reflectors

They like to be involved in new experiences. They like to keep at the back and
They have open mind and accept new watch the situation from different perspective.
ideas with excitement but sometimes are They collect data and think twice before they
bored after their establishment. They like come to a conclusion.
doing things, they tend to act first and then They watch others and will listen to their
realise the impact of the actions. insights, before offering their own.
They like working with others and they like
to be seen.

Theorists Pragmatists
They like to adjust and compile their They are excited if they can try something
observations into complex and reliable out in practise.
theories. They want concepts applicable in their work.
They think through problems step by step. Long discussions arise their impatience.
They tend to be perfectionists and things They are realists and keep their feet on the
have to fall into a rational scheme. ground.
In their thinking they apply analytical
thinking rather than be emotional and
subjective.
6
Talent Matrix

7
PERFORMANCE-POTENTIAL MATRIX – Categories
10

WRONG FIT EM ER GIN G TA LEN T TALENT A

7.5

WRONG FIT
DARK HORSE EM ER G IN G TA LEN T B
^
5
P
O
T
E
N C
EXIT SOLDIER SOLID CITIZEN
T
I
A
L

1 5 7.5 10
P E R F O R M A N C E >
8
Identification of Talent (5%)

9
Career & Succession Plan

10
Leadership Development

11
Thank You

12

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