TALENT MANAGEMENTEffective and Future StrategiesByHARSHIT BHAVSAR

The thin line between dream and vision is EXECUTION

Success is not before failure but beyond failure

When you find a leader, follow;&When you identify a leader within, LEAD-Harshit BavsarLEAD to WIN

1) Understanding Talent Management and Global Scenario

2) Talent Management Integration Management

3) POWERHUNT Real-life example of Integrated Talent Management

4) Building Sustainable Leadership and Futuristic Talent Management Strategy

5) Talent Acquisition, Engagement and Retention

Understanding Talent Management and The Global Scenariowww.leadtowin.inLEAD to WIN Discover the leader within

Our assets walkout of the work place everynight, andOur job is to ensure that they love coming back every morning.

TALENTThe sum of a person's ability to learn and grow

TALENT MANAGEMENTTalent managementrefers to the skills of attracting highlyskilled / profitable / performing workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.

Global Talent Scenario - Demographic shifts in the workforceSource: U.S. Bureau of Labor StatisticsDeveloped Markets - Aging Workforce + Less skilled workforce = TALENT CRISISEmerging Markets - Wage inflation and attrition Can these be an alternative labor market ?

Global Talent Scenario - What is likely to happen?

Automation, reengineering, innovation, high-yield based jobs in developed Markets.Out sourcing of work from developed to emerging markets. Companies migrating to developing countries.Higher growth rates in emerging markets adding to demand.Unmanaged immigration to developed countriesTechnology and information penetration adding to transparency & instabilityDiminished ambitions and enhanced expectations, dissatisfaction and instability.Birth of entrepreneurial opportunities but scalability a challenge

Talent Management a GLOBAL challenge: Talent CrisisHow to WIN in this environment?

1) INNOVATION2) MOMENTUM 3) TECHNOLOGY

Create Strategic Recruitment Plans to attract the best talent.Identify and develop LEADERS at all levels.Create great places to work - attract & retain the best talent.Direct the positive energy of people to the right areas.Why Talent Management ?

Talent Management Equals Integration Managementwww.leadtowin.inLEAD to WIN Discover the leader within

Talent Profiles and ObjectivesElements of Talent Management

Who are our top performers?How to hire and develop more people like them?Are there Enough of them? Crisis Management? Replacement? Business Growth?Are we Retaining the best employees?Where did we recruit them from? Is there a clear Growth / Succession plan for them ?Is there a two way Communication with them?Do workers have the Skills needed to achieve the performance goals?Are the Learning Initiatives positively impacting performance?Where is the talent Demand outpacing Supply?How much of the Turnover impacts Customers, Productivity, Innovation, Quality.What are the Financial consequences of talent decisions on our business?Is anyone in the Boardroom worried about the status of the talent pool ? Key Questions for Policy Makers

Integrated Talent Management

POWERHUNTINNOVATION MOMENTUM TECHNOLOGYAn in-house Recruitment / Talent Management software driving over all Business Strategy with inbuilt business intelligence.It can be used by any recruitment consulting firm as well as by the recruitment division of any organization. Its modules are custom designed based on the clients needs.Who can benefit from it?What is POWERHUNT?

INNOVATION MOMENTUM TECHNOLOGY

Building Sustainable Leadership AndFuturistic Talent Management Strategywww.leadtowin.inLEAD to WIN Discover the leader within

Talent Management - SimplifiedTalentGrowthTalent Management = Growth Management

Talent Management is aboutSUSTAINABLE INCLUSIVE GROWTH(Begin with the End = Well defined Business Model)

INCLUSIVE VISION Organizational SYNC Individual

Developing LeadersWhat do you require to implement Talent Management?People (Mindset)Processes (Practices)TechnologyTalent Management - Simplified

Do we have enough leaders (quantity & quality) to execute ongoing and future business?

Are current Leaders accountable for the cultural strategies supporting business goals?

Is there any inbuilt mechanism to identify potential leaders across the organization early in their careers?

Do we assess our high potential talent from the leadership perspective?

Do we systematically accelerate the development of high-potential talent and improve the quality of executive leadership?

Do we focus on growing better leaders at all levels from the first line upwards?

Invest in the bestFocus on the rest.Key Questions for Policy Makers

Traditional Talent ManagementFuturistic Talent ManagementFocus: Managing Best People

Talent Acquisition, Engagement and Retention

www.leadtowin.inLEAD to WIN Discover the leader within

Organizations need to get the right people on the bus and in the right seats to succeed.

Good coaching, training, mentoring, etc., is not likely to make up for bad selection.

Hire hard.Manage easy!

- Collins, J. (2001). Good to great.

Employee Engagement is inversely proportional to stress.

Effort without distress (Engagement)Working harder and deriving satisfaction

Distress without effort (Disengagement)Giving up and feeling bad about it

Effort with distress (Strain)Working harder but with fatigue and anxiety

What drives it?

Who are your competitors?

Colleagues / partners within the organization looking for another job

Every partner / employee asks few key questions

Am I working for a winning organization?Can I get my day-to-day job done effectively?Am I treated well? Is my work enjoyable and fulfilling?

Source : Hudson / Vlerick Hipo Research Study

Chart1

3.8

3.9

3.9

4

4.1

Degree of importance

Retention Factors

Sheet1

Salary3.8

Respect from others3.9

Impact / Change3.9

Company culture4

Career4.1

Pay Rise3.8

Respect from others4

Giving meaning4.2

Have impact4.3

Promotion4.3

Sheet1

Rewarding hipo's

Degree of importance

Retention tools for hipo's

Sheet2

Rewarding hipo's

Degree of importance

Projection within 5 years

Sheet3

Critical Elements of Attracting and Retaining TOP Talent

Inclusive Growth

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.

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