Getting More from Talent Management Thoughts & Ideas

The need for Differentiation

- Managing workforce like a portfolio - with disproportionate investments in the jobs creating the most wealth

- Focus on engaging the right employees, not necessarily all employees

- Emphasis on hiring choice employees, not becoming an employer of choice

The need for Feedbacks Speedbacks

- The value of day-to-day recognitions is high, as they are low cost, but high touch

The need for more Engagement

- Guaranteed long-term employment works little in a business environment defined by continuous change

- Not a family; not free-agents; but work as a Team

- Real-time Visibility into the global and distributed workforce – costs, capability, capacity

The need for managing ‘Gen-Y’ expectations - Always connected, on the move and relies on its ‘networks’ to problem solving

- Proliferation of devices – Desktops, Smartphones, Tablets

Managing Talent is now Everybody’s responsibility Some imperatives as we see them evolve are…

1

3

2

What’s Your Talent Management Strategy?

Simplify

Monitor

Differentiate

Improve

4

Time

Organization

Capability

Organization Talent Strategy

1 Simplify

• Simplify performance management to only the value-adding tasks:

- Have better visibility to goals and objectives

- Open the system to further beyond 180-degree and 360-degree appraisals

• Have a more practical and ‘easy-to-way’ of classifying talent

Get clarity on appraisal

process milestones.

Get clarity on what goals and

objectives matter more to self and

the organization.

Get in-depth analysis of

performance at section level.

3

2

1

1 Simplify

Seek feedback/ recommendation

from anyone in the organization

who has something valid to say on

employee’s performance.

1 Simplify

Recommenders provide their

feedback in the context of a

specific goal thus making their

feedback very relevant to what is

being measured.

Tagging offers a more simple, but

effective alternative to heavy-set,

rarely-updated competency models

Tags can be used to record

attributes which are rarely captured

in a HR system.

1 Simplify

TAGGING

A tag cloud gives a simple, yet

effective picture of your

organization's talent.

1 Simplify

The tag cloud quickly tells you the

skills that this organization has in

abundance and skills that are scarce.

Organization Talent Strategy

2 Monitor

• Make performance feedback a regular affair than a open-and-shut process

• Take corrective actions and provide required support to team members

right when they are required (and not at the end of the year)

• Get a sense of how well the team will achieve set targets and goals, well in

advance

NEW INTERFACE FOR PERFORMING APPRAISALS – PERFORMANCE JOURNAL

2 Monitor

Make appraisal documents a living

record of employee’s performance

progression.

Allow employees to record key

achievements, issues/ concerns and

other factors affecting their

performance.

Enable appraisers / supervisors to

provide necessary support right

when they are required by the

employee.

NEW INTERFACE FOR PERFORMING APPRAISALS – PERFORMANCE JOURNAL

2 Monitor

Enable employees to record their

sentiment about the progress

towards achieving goals.

Avoid surprises on the outcome of

performance management to both

employees and supervisors.

Organization Talent Strategy

3 Differentiate

• Manage your employees as you would manage a portfolio of stocks

• Differentiated talent management strategies help you and your employees

realize their full potential

Talent pools provide an explicit way

of grouping employees into

different pools.

Talent pools can then be used for

sourcing – for key positions

(succession planning), projects etc.

The most valuable employees can

be tracked better and appropriate

talent strategies can be adopted to

make the best use of them.

3 Differentiate

TALENT POOL

Organization Talent Strategy

4 Improve (driving margins thru tighter business alignment)

• Improving requires being metrics-driven.

• Track workforce - global and distributed

- Costs of Overtime, leveraging Contingent labor

- Attrition where it matters most

• Know where your top talents are concentrated, align them better to

business objectives

• Bring more objectivity to promotion and other career opportunity decisions

Get to know your top

performers & more.

1 Know how well your team is

performing when compared to

the organization.

2 Know where the top most &

weak performers come from.

3

4 Improve

Cultivate measures to decide

on employee promotion

decisions.

Employees who can be promoted are usually

sourced from the top 4 quadrants

4 Improve

In Short, Make IT All a Little More Sensible

Make IT Practical Use ‘social’ in a sensible, less-

overwhelming way

Make IT Relevant Take performance management

beyond 360 degree

Keep IT Alive Move beyond using HR systems

as mere system of records

Choosing the right cloud-based Talent Management software can give the initial impetus necessary to get started…

• Accurate visibility into distributed and global workforce – costs, deployment,

business alignment

• Built-in analytics provides real-time strategic insights to business users

without specialized IT skills and no integration challenges

• Availability - Anywhere. Anytime.

• No IT resources (staff, administrators, Servers, DC/DR) required at distributed

locations

• Per Employee Per Month based subscription helps increase costs as you grow

• Always “fresh” instance with no upgrade or AMC challenges

Look for a Software that understands (1) User Experience

Managers and Employees can accessworkforce and talent

management data in real-time

Personal Information

Leave

Time Recording

Claims

Training Requests

Travel Management

Hire Requisitions

Payslips

Look for a Software that provides (2) Mobility

21

Look for a Software that provides (3) Insights

Thank you