29257057 talent management system

7/27/2019 29257057 Talent Management System

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PowerPoint slides by R. Dennis Middlemist, Professor of Management, Colorado State University


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13Talent Management System

A system that create organizational

excellence by addresses competency

gaps, particularly in mission-criticaloccupations, by implementing and

maintaining programs to attract,

acquire, develop, promote, and

retain quality talent.


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Talent Management As a System

Talent management as a system concept had its beginning in

the late 1980s when client/server technology, optical

character recognition software and equal employmentopportunity reporting made applicant tracking possible and

necessary for most large corporations. It took off in the

mid-1990s with the advent of internet, web browsers and

database technology. It went mainstream in late 90s with

the explosion of online job boards, e-recruiting companies

and corporate employment web site.


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A study was conducted by LBA consulting group in1990s. The study examined organization that had

survived and prospered, and those had failed, over a

time period of 25 years. The result of the study

suggested that six human resource condition had to bemet in employees selection and performance

evaluation processes.


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13Contd

A performance oriented culture

Low turnover (particularly in premium employees groups)

High level of employee satisfaction

A cadre of qualified replacement

Effective investment in employee compensation &

development

Use of institutional competencies in employee selectionand performance evaluation processes


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Conclusion based on this study were simple: to optimize an

organizations ability to achieve sustained excellence, it

must recognize the need for proactive talent management

and have a systematic way of accomplishing the activity.On the basis of research organization focus on three

outcomes:


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133 Outcomes

The identification, selection, development, and retention

of super keepers.

The identification and development of high-quality

replacement for a small number of position designated askey to current and future organization success.

The classification of and investment in each employee

based on his/her actual and/or potential for adding value

to the organization.


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13Key elements of TMS

The Talent Management system is comprised of two critical

success factors that work together to ensure agencies

have people with the right skills, in the right places, at the

right times. Addressing the critical success factors helps

eliminate gaps and deficiencies in the skills, knowledge,

and competencies of employees The two success factors

usually work together.


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13Elements

Recruitment: The workforce plan drives the aggressive

and strategic recruitment of diverse and qualified

candidates for the agency's workforce.

- AttractingRetention: Leaders, managers, and supervisors create and

sustain effective working relationships with

employees.


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The workplace is characterized by:

A motivated and skilled workforce

Attractive and flexible working arrangements

Compensation packages and other programs used to

hire and retain employees who possess mission-critical

skills, knowledge, and competencies.


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13Recruiting- Key elements

Attracting talent

Identifies the challenges involved in attracting a high-quality

workforce

Establish competency gap reduction goals and developaction plans to address current and future competency

gaps

Use appropriate hiring flexibilities and tools

Attract and hires applicants who possess needed mission-

critical competencies


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Involve senior leaders and managers in recruitment

planning and the implementation of strategic recruitment

initiatives to attract talent

Review recruitment, hiring, and merit promotion

programs to ensure fair hiring and assess overall results

Ensure application and decision-making processes are not

unduly burdensome or time consuming


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13Retaining- Key elements

Managing Talent

Utilize flexible compensation strategies to retain

employees

Develop short- and long-term strategies and targetedinvestments in current employees to eliminate

competency gaps

Train the current workforce in required competencies

needed by the agency


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13Retaining- Key elements

Document planned and completed retention activities,

including requested budget funding, staff allocation, and

management accountability

Create a productive, supportive work environmentthrough a variety of programs, such as telework, childcare

assistance, fitness centers, health assessments, safety

seminars, employee assistance programs, parking

facilities, and transit subsidies.


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13Approach

The model presented here is called Talent Reservior.

Its goal is to build of high-talent people capable of

supporting an organizations current and future business

requirements consistent, with the three objectives outlinedearlier.

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13Talent Reservoir

Talent Reservoir has 3 major component are:

1. Designing and building a Talent Reservior solution.

2. Capturing the Talent Reservior solution in a software

package.

3. Implementing an integrated Talent Reservoir process.

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13Establishment of Talent ManagementSystem

After a strategically aligned talent management system has been established, the needsthen to create a robust talent management system. A TMS involves the followingsteps:

Identification of a process to examine current and futurecompetencies needed by an org.

Developing a model for developing present human resourcesprofile.

Conducting a gap analysis and implementing strategies toclose gaps.

Addressing future gaps through human resourcedevelopment and succession planning and management.

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Developing current talent and investing in new talent at

appropriate time.

Addressing future shortages and excesses of employees for

needed competencies.

Creating a framework for action plan to meet the future

projections.

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4 steps to create TMS

Develop competency

definition and measurementscale

Establish a perf. Appraisaldefinition and measurement

scale Establish a talent potential

forcast definition andmeasurement

Develop

assessment toolsand scales

Develop

assessment toolsand scales

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Create a coaching guide

Assemble a best directoryof best training program

Create a directory of topbooks

Develop training

application tools

Develop training

application tools

Develop assessment

tools and scales

Develop assessment

tools and scales

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Evaluate each employee using

assessment tools

Evaluate.Evaluate.

Develop training

application tools

Develop training

application tools

Develop assessment

tools and scales

Develop assessment

tools and scales

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Create a bench strength summary

Create individual talentcompetency development forms

Evaluate.Evaluate.

Develop training

application tools

Develop training

application tools

Develop assessment

tools and scales

Develop assessment

tools and scales

Prepare action

plans.

Prepare action

plans.

29257057 talent management system

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