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POC COURSE AT NMIMSBANGALORE

Win Win
Approach to
Acquiring
Talent
SANDEEP RAO

Sessio
n5

Organizational
Strategy

Talent
Talent Acquisition
Acquisition Map
Map

HR/Workforce
Planning
Talent Evaluation
Plan for Advancement
Plan for Succession

Who to
Hire, Who
fits best?

Competen
cy Model

Bigger
Applicant
Pool

Employer
Branding

How to
Select the
right
Talent

Plan for Attrition


Prioritize Vacancies

Hiring for
Attitude
Portability of
Talent

External
market
Info.

Talent
Acquisition/
Recruitment

Evolution
Evolution of
of Competency
Competency Based
Based Approach
Approach
Precursor of Competencies -John Flanagan
(1954)
He invented Critical Interview Technique which was used to
probe skills. Flanagan did not use a word competency!

Father of Competencies -David Mc Clleland


(1973)
He was a professor in Harvard, social psychologist

He concentrated on search on attitudes and habits that


differentiated outstanding employees.
He published a path breaking paper titled "Testing for
Competence Rather than Intelligence" - The aim of this
research was to elaborate better recruitment/selection
methods than psychometric/intelligent test
Mc Clleland invented Behavioral Event Interview basing on
Flanagan work,
He quoted Do not test intelligence, test a competence!

Competency
Competency vs.
vs. Competence
Competence
Competence
This refers to a set of
skills that an individual
must possess in order to
be capable of
satisfactorily performing a
specified job.

Competency
This refers to the
combination of
(Knowledge + Skill +
Attitude) which in turn

leads to a specific
behavior, which in an
organizational context is
expected to lead to a
specific work output**.

*Although the concept is well developed,


there is continuing debate about its precise
meaning.
** Assuming all other external variables are
D. Mc Clleland(1973) , Richard Boaytzis (1982) , Spencer &
favourable
Spencer (1993)

Defining/Identifying
Defining/Identifying Individual
Individual Competencies
Competencies
1.
2.
3.
4.
5.

What are the most important functions of the job?


What does it take to be successful in this job?
What characteristics distinguish the excellent from the average
performers?
Why have people failed in the job?
Other observations about the job?

*Differentiating between threshold competencies and differentiating


competencies
connect to recruiting and other HR processes

Knowledge

Skills

Attitude

APPENDIX
APPENDIX11-- Performance
Performance Mapping
MappingAt
AtAdidas
Adidas

Source: Adidas AG - Herzogenaurach

Competencies
Competencies used
usedat
at Maruti
MarutiSuzuki
Suzukiand
andHSW
HSW Ltd.
Ltd.

Industrial Management Journal

Hiring
Hiring for
for Attitude
Attitude
1. What You Know Changes, Who You Are
Doesnt (So easily!) Get the mix right! Attitude
vs. Knowledge and Skills

Hiring
Hiring for
for Attitude
Attitude
2. You Can't Find What You're Not Looking
For! And conversely put - You find what
you look for
How do we look for Attitude?
1. Move from Direct Questioning to
Behavioural Questioning in interviews
and other conversations
2. Watch people at work and then decide
3. Use Situational Cases
4. Get peer group to interview

Portability
Portability of
of Talent
Talent
Concept is an extension of
research on Human Capital
Skills by Nobel Laureate
Gary Becker
Portability Dimensions
1. General Management *HC
2. Strategic HC Ex: Cost
Cutting, Outsourcing, JVs
3. Industry HC
4. Relationship HC
5. Company Specific HC
*Human Capital

Case
Case Study
Study Recruitment
Recruitment of
of aa Star
Star
Case Source HBR

Case Synopsys
The case opens with a brief review of the
problems Stephen Connor is facing. Star
semiconductors analyst
Peter Thompson has left RSH, with no notice,
for a competitor.
An important deal with a semiconductor firm,
PowerChip, is coming up. Stephen must act
quickly to replace Peter, its about getting the
right replacement at the earliest.

Case
Case Study
Study Recruitment
Recruitment of
of aa Star
Star
Refer the Case Handout.
Case Source HBR

Questions for the Case


1. Please state the Pros and Cons of hiring each of
the candidates?
2. Who according to you should be selected to fill
Peters position Do a ranking for all the
candidates
3. What about promoting Rina to fill up Peters
position?

Thanks
Thanks for
for your
your time!
time!

Feel free reach out to me for any


questions or clarifications I am available on
Sandeep.rao@nmims.edu
mysandz@gmail.com
+91 9686270062

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