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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4 steps to create TMS
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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4 steps to create TMS
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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4 steps to create TMS
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.