why talent is important – slides by marius meyer rising star summit #sabpp
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Why talent is important – slides by Marius Meyer Rising Star Summit #SABPPTRANSCRIPT
22 October 2014, Rising Star Summit
Marius Meyer@SABPP1
Where can you get the slides?
OPTION 1: FAST WAY
• www.slideshare.net/SABPP
• Twitter: @SABPP1
• Blog: hrtoday.me
OPTION 2: SLOW WAY
• Via email tomorrow
CRITICALITY OF TALENT?
Top Strategic People Priorities globally
• Attraction, growth, retention and engagement of critical Talent
• High performance, high flexibility, high commitment organisational design & culture
• Leadership Excellence
Business case for strategic talent management
IMPORTANCE OF TALENT
“Probably the most important
attribute of a world-class company
is the ability to attract, develop and
keep talented young people so that
they turn into talented old people.”
Clem Sunter
CRITICALITY OF TALENT?
Why is Talent strategic?
Affects ability to:
Implement business strategy timeously
capitalise on future opportunities
delivery leading edge products/services
attain and sustain Operational
Excellence
Business case for strategic talent management
Strategic Talent Management
• Operational, Tactical & Strategic Talent
Perspective & Alignment
• Immediate, Intermediate, & Long term Talent
Management
• Integrated, holistic & systemic perspective,
approach & process to talent
SOUTH AFRICAN HR COMPETENCY MODEL
STRATEGY
TALENT MANAGEMENT
HR GOVERNANCE, RISK, COMPLIANCE
ANALYTICS & MEASUREMENT
HR SERVICE DELIVERY
5 HR
CAPABILITIES
LEADERSHIP & PERSONAL CREDIBILITY
ORGANISATIONAL CAPABILITY
SOLUTION CREATION & IMPLEMENTATION
INTERPERSONAL & COMMUNICATION
CITIZENSHIP FOR FUTURE: INNOVATION, TECHNOLOGY, SUSTAINABILITY
CO
RE
CO
MP
ET
EN
CIE
S
HR & BUSINESS KNOWLEDGE
DUTY TO SOCIETY
ET
HIC
S
PR
OF
ES
SIO
NA
LIS
M
4
PILLARS
Top facts about Talent
• Human Capital is the biggest concern for
CEOs (PwC).
• Only 18% of CEOs feel confident that they
have the right people in place to execute
strategy (CEB).
• Human Capital is the biggest risk in
business (HCI Africa).
• Skills crisis is the top obstacle to economic
growth.
• Talent is top priority on people agenda.
The reality is …
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
❶ StrategicHRM
❷ TalentManagement
❸ HR RiskManagement
HR ARCHITECTURE
HR VALUE & DELIVERY PLATFORM
❹Work-force
planning
❺
Learning
❻Perfor-mance
❼
Reward
❽Well-ness
❾ERM
❿OD
⓫ HR Service Delivery
⓬HR Technology
(HRIS)
Prepare
Imple-ment
Review Improve⓭ HR MEASUREMENTHR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E S© SABPP HRM SYSTEM STANDARDS MODEL
HR Standards Files
13 standards (2013) 19 standards (2014)
HR Standards Supporters
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM
TalentManagement
HR RiskManagement
HR ARCHITECTURE
RE
HR VALUE & DELIVERY PLATFORM
Work-force
planningLearning
Perfor-mance
RewardWell-ness
ERM OD
HR Service Delivery
HR Technology(HRIS)
Prepare
Imple-ment
Review ImproveHR MEASUREMENTHR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E SSABPP HR SYSTEM STANDARDS MODEL
TALENT MANAGEMENT
STANDARDDEFINITION
Talent Management is the proactive design
and implementation of an integrated talent-
driven organisational strategy directed to
attracting, deploying, developing, retaining
and optimising the appropriate talent
requirements as identified in the workforce
plan to ensure a sustainable organisation.SABPP (2013)
Talent management
TALENT MANAGEMENT
OBJECTIVES
2.2.1 To build a talent culture which defines the organisation’s philosophy, principles and integrated
approach to talent, which leverages diversity and is communicated in a clear employment value
proposition.
2.2.2 To identify strategically critical positions and leadership roles and capabilities in the organisation into
the future from the Workforce Plan that will determine the sustainability and growth of the organisation.
2.2.3 To set up processes and systems which will:
• Attract a sustainable pool of talent for current objectives and future organisation needs.
• Achieve employment equity progress in the spirit of the legislation to achieve transformation.
• Manage the retention and reward of talent.
• Develop the required leadership skills.
• Plan for succession to key roles
• Identify high potential employees and link them with key future roles in the organisation through
monitored development plans.
• Identify through assessment the optimal development opportunities for talent.
2.2.4 To agree appropriate roles for relevant stakeholders in the development and management of talent.
2.2.5 To monitor and report on talent management key results areas and indicators.
SABPP (2013)
Conclusion
The Talent Management standard
will help managers to play a
proactive role in addressing the
talent needs of organisations. Let us
build talent and celebrate our rising
stars!
We set HR standards!
[email protected] (Professional Registration)
[email protected] (Stakeholder Relations)
[email protected] (Research)
[email protected] (Learning & Quality)
[email protected] (Strategy inputs)
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Website: www.sabpp.co.za Blog: hrtoday.me
Office: 8 Sherborne Str, Parktown
Tel: 011 045-5400 Fax: 011 482-4830
Cel: 082 859 3593 (Marius Meyer)