Operationalizing

Talent
Management
Process
Presenter: Freeha Ihsan
Roll no: 006

What is TALENT

An integrated
process that
matches
capability
with
Purpose- right supply of talented workforce is
by
ready to realize the strategic goals commitment
of
providing for
organization both today and in the future
the right
people for the
right job at the
Talent managementrefers to
right time in
the skills of attracting
highlyskilled / profitable /
order to
performing workers, of
maximize
integrating new workers, and
individual and
developing and retaining
organizational
current workers to meet current
effectiveness.
and future business objectives.

Talent Management

Talent Management
Process
Mission
Critical
Roles

Education
& Training

Performanc
e Appraisal

Career
Developme
nt

Competenc
y
Succession
Planning

Ten Templates for

Talent Management
Process

1: Strategic Context and

Business Priorities
1
2
Current
Capability

Assessme
nt of
Current
Capability
in
industry

Importanc
e

Activities
of
Competitiv
e
Leverages

Plot these
activities
against
Importance
and Critically

2: Joining the DotsIntegration of efforts

What are
our
organizatio
nal
pressure
Points?

Appointments
Managing Business
Risks
Identifying and
developing Talent

What
Actions do
we need to
take?

Drivers
Blockers
Connections
Collaborations

3:Stakeholder analysis
and
the art of possible

Stakeholders of Who Cares?

Talent
Management
Board
Top Team
Investor, Venture
Capitalists
Management and
professional
population
Human Resource
Department
Media Social
Networking

Who Knows?

Who can?

4: Pinpointing priorities
around critical roles
Where to look: Identify critical
Roles
What to look for: Profiling the
requirements
Credibility, capability, career, career
management

Who to look for: assessing talent

coverage

5: Filtering Key People for

organizational attention
Who is holding back the progression
of our next generation of
professionals and managers?
Retention: Who are we at Risk of
losing?
Proactive Development: who need
organizational attention and
investment to accelerate and grow?

Exposure

No Successor for role

Dependency

Nominated provide
cover for many roles

Restrained
Blocked
At risk

Individual want to
progress without
replacement
Individual
block by incumbent
who is not ready to move

More than 1 individual ready to

move but only one can

6: Succession Charting
but
only when we have to
Exposure

Dependency
Restrained
Blocked
At risk

No Successor for role

Nominated provide
cover for many roles
Individual want to
progress without
replacement
Individual
block by incumbent
who is not ready to move

More than 1 individual ready to

move but only one can

7: Roles and
Responsibilities
to establish accountability

8: An agenda for talent

reviews
what preparation is needed to
maximize the quality of the talent
review?

what agenda should the

talent review work to?
what outcomes does the
talent review need to
achieve?
what follow up is required to
translate these outcomes
into action?

9: Career Conversation,
personalizing talent
Management
Retention: Objective:
to agree a career development plan
to ensure the individuals retention
Pipeline Blockage: Objective:
to review career options to find a solution
that is in the interests of both the
individual and the organization
Proactive Development: Objective:
to identify the specific activities and
required support that will accelerate the
individuals growth and development

10: Evaluating Impact

Potential Outcomes
PRIORITIES
Select the key indicators for your
organization
ACTIONS
Now imagine that your organization in
12 months time has achieved these
outcomes. What did it do?

If you want 1 year of prosperity, grow grain.

If you want 10 years of prosperity, grow
trees.
If you want 100 years of prosperity, grow
PEOPLE.