Talent Management
Course Lecturer :Prof. Mohamed wahba
Learning Objectives
▪ Define talent Management System.
▪ Articulate Performance Management
Linkage to Talent management strategy.
▪ Use tangible and intangible data to
articulate a business case for effective
talent management.
▪ Articulate the seven steps in a common
talent acquisition process.
▪ Conduct a job-fit and organization-fit
analysis and translate the analysis into
selection criteria and methods.
Learning Objectives
▪ Develop behavior-based and situation-
based interview questions derived from
job analysis data and conduct a
professional interview.
▪ Design a process for final candidate
evaluation.
▪ Articulate an employer’s legal
responsibilities in the recruitment
process.
▪ Highlight various strategies to onboard
new employees.
Yes. You have a lot to
think about.
Cash flow
Strategy
Competition
Technology
Marketing
But, without the right
talent, none of that
matters much, does it?
Talent Management
Talent management
Is a strategic Human Capital Development
& Management System
Its purpose is to assure that the supply of
talent is available to align the right people
with the right jobs at the right time based
on strategic business objective & strategy.
A word of Sustainability
Some assembly required
Talent Management Model
Vision, Mission, Strategy and Values
Talent Management Strategy
1.Talent Acquisition
Sourcing, Selection and Onboarding
2.Talent Development
Performance Management, Career Development,
Leadership Development and Succession Planning
3.Talent Assessment and Alignment
Internal Mobility and Workforce Planning
Talent Management
Talent-management processes include:
Workforce planning
Talent-gap analysis
Recruiting
Staffing
Education and development
Retention
Talent reviews
Succession planning
Evaluation
To drive performance, deal with an increasingly
rapid pace of change and create sustainable
success, an organization must integrate and
align these processes with its business
strategies.
Who Is Talent ? Exercise
Individual exercise
Who are Talented People?
▪ They Consistently demonstrate
exceptional ability and achievement
over a range of activities.
▪ They have transferable high
competence
▪ They are high impact people who can
deal with complexity
(Robertson, Abbey 2003)
What is Talent ?
According to McKinsey; talent is the sum
of
▪ A person’ extrinsic.
Skills, knowledge & abilities (KSA)
or (ASK)
▪ His or her intrinsic gifts
values, Traits, Motives , Intelligence,
Judgment, attitude, Influence, drive and
his or her intentions to learn and grow.
Talent Management – where to start ?
• State organization Business strategy
• State key positions – key business
drivers
• Or start with succession planning - Key
positions
> Atract & select talents
> Assess competencies & Skills
> Review talent plan
> Develop & Deploy talent
> Engage & retain talent
4 Questions Every
Business Leader
Should be Able to
Answer about Talent
1.Do I have the talent to execute against
my strategic plan?
2.Why would anyone want to work for
us, or for me?
3.How do I keep and energize top
talent?
4.How do I grow and export talent?
In other words…
Attract & Engage & Develop &
Plan
Acquire Retain Deploy
Do I have the Why would
How do I keep How do I grow
talent to execute anyone want to
and energize top and export
against my work for us, or
talent? talent?
strategic plan? for me?
Let’s start with this one…
Plan
Do I have
the talent
to execute
against my
strategic
plan?
Do I have the talent to execute against my strategic plan?
Plan
Related questions:
• Do I know who the successors are for key leadership roles and
critical technical roles?
• When was the last time I sat down and looked at each one of my
direct reports (and their direct reports) to think about their
potential next role and what we need to do to develop them?
• Do I have diverse perspectives on the team? Do they know that I
value that?
• Who is ready for a promotion? How will I ensure the transition
is smooth?
• Have I picked a few individuals with high potential to invest in?
How do I know I’m betting on the right ones?
Do I have the talent to execute against my strategic plan?
Plan
Related questions:
• Do I have a plan for moving the right people to the right role,
location and assignment? Are they ready to move?
• How many of my team members and managers are in the
right role that matches their talent and interests?
• How many of my people will retire this year? Next year? Am
I ready for that? What happens to their knowledge?
• Am I providing the right combination of rewards and
recognition? Is it fair?
Here are the processes that lead to answers…
Plan
• Succession Planning
• Talent Reviews
• Workforce Planning
• Diversity & Inclusion
• Promotion & Transition
Planning
• Talent Mobility
• Talent Audit
• Retirement Planning
• Compensation Planning
Here’s our second question
Attract &
Acquire
Why would anyone want to
work for us, or for me?
Why would anyone want to work for us, or for me?
Attract &
Acquire
Related questions:
• What is our company’s reputation in the
talent marketplace? What about my
department, function or region? Are the top
performers anxious to come to work here? If I
read our reviews on Glassdoor, would I be
proud to work here? Where are we going to
find the best talent, even if they don’t yet
know they want to work for us?
• Do the best people want to work for me? Am I
a talent magnet?
• What is my recruitment strategy?
Why would anyone want to work for us, or for me?
Attract &
Acquire
Related questions:
• How am I going to screen potential job
candidates to make sure I’m finding the
right people for the right role?
• What are the best practices when it comes
to interviewing candidates?
• What are the inputs to the decision process
for hiring new people and how am I going
to make a hiring decision?
• Once we decide on which candidate to
hire, how do we make sure that our offer
is fair and that they accept?
Here are the processes that lead to answers…
Attract & Acquire
• Employer Branding
• Sourcing
• Recruiting
• Screening
• Interviewing
• Assessing
• Selection
• Offer
Our third question
Engage &
Retain
How do I keep
and energize top
talent?
How do I keep and energize top talent?
Engage &
Retain
Related questions:
• How do I engage new employees, even before they
start their first day on the job? How do I make sure
they quickly assimilate into our culture while
bringing their unique perspective?
• How do I make sure all work activities are aligned to
the strategy? How do I align recognition and rewards
to the right effort done the right way in alignment
with our shared goals?
• Does our unique combination of compensation,
bonuses, benefits, work-life balance, development
opportunities and career growth opportunities provide
ample motivation for my top talent?
• How does my top talent want to be recognized? 3
How do I keep and energize top talent?
Engage &
Retain
Related questions:
• How engaged are my team members? What metrics
am I using to measure engagement? Do I have a
concrete action plan, based on employee feedback, to
increase engagement?
• What am I doing to ensure the success of new leaders
and the teams who have new leaders?
• How are we doing as a team? Is everyone aligned on
our purpose, goals, roles, processes? Do we have
healthy interpersonal relationships?
• When was the last time I sat down and listened to my
indirect reports – the ones who report to my team?
• How am I capturing lessons learned from departing
team members?
Here are the processes that lead to answers…
Engage & Retain
• Onboarding
• Performance
Management
• Total Rewards
• Recognition
• Employee Engagement
• New Leader
Assimilation
• Team Building
• Level-Up Meetings
• Exit Interviews
Last question
Develop &
Deploy
How do I grow
and export
talent?
How do I grow and export talent?
Develop &
Related questions: Deploy
• Do our employees know the career
growth opportunities available to them
in our company? Do they know one or
more potential next roles?
• Do we know the behaviors,
knowledge, skills and attitudes
(competencies) that lead to success in
different jobs, roles and tasks?
How do I grow and export talent?
Develop &
Related questions: Deploy
• How are we utilizing standardized,
validated assessments to objectively
measure the job fit and development
opportunities of our team members?
• Do my team members have a one-
page resume that leaders can use to
understand their talent and
potential?
How do I grow and export talent?
Develop &
Related questions: Deploy
• How are we ensuring today’s leaders have all of the
competencies they need to succeed? How are we
preparing tomorrow’s leaders?
• Are we taking full advantage of stretch assignments?
Are we using real business problems as a learning
laboratory? Are we harvesting lessons learned from
work activities?
• Are our team members clear on how they are doing?
Are we giving clear feedback? Do our managers
know how to coach? Does our top talent have
someone more experienced that they can learn from?
• How are we systematically training our people? Are
we taking full advantage of informal and social
learning?
Here are the processes that lead to answers…
Develop & Deploy
• Career Paths
• Competency Mapping
• Assessments
• Talent Profiles
• Leadership Development
• Action Learning
• Coaching/Feedback
• Mentoring
• Learning & Development
Total Talent Management
Attract & Engage & Develop &
Plan
Acquire Retain Deploy
• Succession
Planning • Career Paths
• Talent Reviews •
• Onboarding Competency
• Workforce
• Performance Mapping
Planning • Employer • Assessments
Management
• Diversity & Branding •
• Total Rewards Talent Profiles
Inclusion • Sourcing •
• Recognition Leadership
• Promotion & • Recruiting
• Employee Development
Transition • Screening • HiPo Development
Engagement
Planning • Interviewing •
• New Leader Action Learning
• HiPo Identification • Assessing • Coaching/Feedba
Assimilation
• Talent Mobility • Selection
• Team Building ck
• Sales Talent Audit • Offer •
• Level-Up Meetings Mentoring
• Retirement •
• Exit Interviews Learning &
Planning Development
• Compensation
Planning
Talent Strategy, Philosophy, Processes, Procedures, Metrics, Communication, Change
Management, Systems
