Download - The Talent Pardigm
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To attract the RIGHT people we
need to offer them a uniqueEmployee Value Proposition
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Educated VS Talented
Talent is getting scarce
Demand exceeds supply
Beg the talent to join, paying painful salary
Loyalty is portable
Hire the fire
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TALENT
AQUISITION
TALENT
MANAGEMENT
TALENT
DEVELOPMENT
TALENT
RETENTION
THETHE
TALENTTALENT
PARADIGMPARADIGM
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TALENTTALENTPARADIGMPARADIGM
TalentAquisition
TalentAquisition
HR Planning
HR Planning
Recruitments
Recruitments
Audits
Audits
Policies
Policies
TalentManagement
TalentManagement
PerformanceManagement
PerformanceManagement
Re ar ds &Recognition
Re ar ds &Recognition
CareerDevelopment
CareerDevelopment
TalentDevelopment
TalentDevelopment
LeadershipDevelopment
LeadershipDevelopment
CapabilityManagement
CapabilityManagement
OrganizationalDevelopment
OrganizationalDevelopment
Learning
Learning
TalentRetention
TalentRetention
EmployeeEngagement
EmployeeEngagement
Branding
Branding
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TALENTTALENT SOURCINGSOURCINGy Employees referrals
y
Hire for the attitude Train for the skilsy Campus visits
y Networking
y On the job training
y Captive Placement Organization
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Scarcity ofTalent??????So What!
CreateTalent
(from ZERO to HERO)
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OBJECTIVE: Skilldevelopmentof workforce
UNSKILLED SEMI SKILLED
SEMI SKILLED SKILLED / HIGHLY SKILLED
Training can be basedon the above for Skill Development of theTalent through:
Supervisory training programs
Customized training programs
Sponsorship for higher education
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Retention ThroughEmployeeEngagement
Feeling engaged depends on the
strength of the workplace not
necessarily on the corporateleadership
- Buckingham & Coffman, First Break all the Rules
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Theimportanceof feeling ENGAGED
Companiesdo not retain people
Peopledecide to stay
They decide to stay when they feel engaged
Engaged employees stay longer
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Feeling Engaged dependson
THE STRENGTH OFTHE WORKPLACE
CLEAREXPECTATIONS
RESOURCES
OPPORTUNITY
RECOGNITION
CARE CONCERN
DEVELOPMENT
PARTICIPATION
PURPOSE
QUALITY
APPRAISAL
LEARNING
If we provide all the above, then we have built a
GREATER PLACE TO WORK.
Most of the above are in the hands of THE BOSS.
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The BOSS
The Boss is thekeyfactorin buildingastrong work place.
Talent retention strategy will work if we have the Boss in rightplace.
Bosswho nurture and mentor.
Creates nurturing environment f or the employees t o imagine,explore, pioneer, inventetc.
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Growthis a pre-requisite Talentcan be retainedwith business growth.
Newbusinessesprovidecareeropportunities.
Retaining talent and growing business are therefore
interdependent.
Growth is therefore a pre-requisite.
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WhywouldTalentwant to bewith us?y Bondscreatedwithwork relationships
y Unity in thought andwork asone family
y Trust
y Cultural fit
y Learning and growthopportunities
y Bosseswithout Bossism - Mentors
y Age neutral -agediversity
y Empowerment Climate for action
yWork life balance
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Whatevercan bedone,will bedone,
And much faster than you think
The question is
Whetheritwill bedone by you or toyou?
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THANK YOU