TALENT MANAGEMENT

BA 509 Buket Akyel

What is Talent Management?

The purpose of TM is to ensure that the right supply of talented workforce is ready to realize the strategic goals of the organization both today and in the future

Organization’s efforts to attract, select, develop, and retain key talented employees in key strategic positions.

Talent management includes a series of integrated systems of recruiting, performance management, maximizing employee potential, managing their strengths and

developing retaining people with desired skills and aptitude

Talent Management

TM introduced by Mc Kinsey consultants, late 1990’s TM is identified as the critical success factor in corporate

world TM focuses on

differentiated performance: A, B, C players influencing company performance and success

identifying key positions in the organization

!!! Surveys show that firms recognize the importance of talent management but they lack the competence required to manage it effectively

What is Talent?

According to McKinsey; talent is the sum of

a person’s abilities, his or her intrinsic gifts, skills, knowledge, experience , intelligence, judgment, attitude, character, drive, his or her ability to learn and grow.

Who are Talented People?

They regularly demonstrate exceptional ability and achievement over a range of activities

They have transferable high competence They are high impact people who can deal

with complexity (Robertson, Abbey 2003)

Why Organizations Need Talent Development? To compete effectively in a complex and

dynamic environment to achieve sustainable growth

To develop leaders for tomorrow from within an organization

To maximize employee performance as a unique source of competitive advantage

To empower employees: Cut down on high turnover rates Reduce the cost of constantly hiring new people

to train

Talent Management Model There are different approaches to talent

management in organizations A successful TM model has to link

1. TM creed (culture, values, expectations) with2. TM strategy and 3. TM system. (Lance and Dorothy Berger, 2011)

The values, expectations and elements of the desired culture and the business excellence

should be embedded in HR systems as selection criteria, competency definitions, performance and promotion criteria and development processes.

The Talent Creed

“A TM creed is the set of core principles, values and mutual expectations that guide the behavior of an institution and its people”

It describes in general terms what types of people are expected to work in the organization and what type of a culture is desired to achieve success

The Talent Strategy

Describes what type of people the organization will invest in and how it will be done

Besides the specific elements of their creed, the talent strategy of all high performing organizations should have these directives:

1) Identify key positions in the organization (not more than 20, 30 %)

2) Assess your employees and identify the high performers (classify according to their current and future potential)

3) Retain key position backups4) Make appropriate investments (select, train, develop,

reward)

Assessing the Employees

Superkeepers- greatly exceed expectations (3-5%)

Keepers – exceed expectations (20 %) Solid citizens- meet expectations (75 %) Misfits- below expectations (2-3 %)

(Berger and Berger, 2011)

Allocating Investments in People

Superkeepers- receive about 5 % of all the resouces; need very high recognition, compensate much more than the pay market, promote very rapidly

Keepers –receive about 25 % of all the resources, need high recognition, compensate more than the pay market, promote rapidly

Solid citizens- receive about 68 % of all the resources, need recognition, compensate at the market level or just above

Misfits- receive about 2 % of all the resources for some, compensate at below market average

(Berger and Berger, 2011)

Talent Management System

Implementation program of the talent strategy which has a set of processes and procedures

(1) assessment tools (2) multi-rater assessment(3) diagnostic tools(4) monitoring processes

If the management is not willing to use assessment in their organizations they can’t do talent management

Assessment Tools for TM

The five assessment tools should be linked to ensure that each assessment is consistent with the four other evaluations

Competency Assessment Performance Appraisal Potential Forecast Succession Planning Career Planning

Multi-Rater Assessment

Employee. The owner of the career plan that is aligned with the succession plan

Boss. The primary assessor Boss’s boss. The key link in the vertical

succession and career plan Boss’s peer group. Source of potential new

assignments in the same or other function

Diagnostic ToolsSuperkeeperTM reservoir. SuperkeepersTM are employees whose performance

greatly exceeds expectations, who inspire others to greatly exceed expectations, and who embody institutional competencies.

Keeper Key position backups. The “insurance policies” that ensure organization continuity. Every key position should have at least one backup at the “Keeper” (exceed job expectations) level.

Surpluses. Positions with more than one replacement for an incumbent. While ostensibly a positive result of the talent management process, it can be a potential source of turnover and morale problems if the replacements are blocked by a non-promotable incumbent and/or there is no realistic way most of the promotable replacements can advance.

Voids. Positions without a qualified backup. Determine whether it will transfer someone from the surplus pool, develop alternative candidates, or recruit externally.

Blockages. Non-promotable incumbents standing in the path of one or more high-potential or promotable employees.

Problem employees. Those not meeting job expectations (measured achievement or competency proficiency). Give opportunity to improve, receive remedial action, or be terminated. The time frame should be no longer than six months.

(Lance and Dorothy Berger, 2011)

Monitoring Processes

Evaluate the results of talent management system on a regular basis for

• quality, • timeliness and • credibility

What is competency?

CCompetenciesompetencies are the core elements of talent are the core elements of talent management practicesmanagement practicesThey are the demonstrableemonstrable and measurable

knowledge, skills, behaviors, personal characteristics that are associated with or predictive of excellent excellent job performance.

Examples Adaptability, teamwork, decision making, customer

orientation, leadership, innovation etc.

Competencies and DefinitionsAction OrientationTargets and achieve results,overcomes obstacles, accepts responsibility,

creates a results-oriented environment..... Interpersonal SkillEffectively and productively engages with others and establishes trust,

credibility, and confidence with themCreativity/InnovationGenerates novel ideas and develops or improves existing and new

systems that challenge the status quo, takes risks, and encourage innovation

TeamworkKnows when and how to attract, develop, reward, be part of, and utilize

teams to optimize results. Acts to build trust, inspire enthusiasm, encourage others, and help resolve conflicts and develop consensus in supporting higperformance teams

(Berger and Berger, 2011)

Why Competencies?The challenge is to identify which competencies the organization

expects to see in their people

The starting point of the model is the creed (values, principles, expectations) and the business strategies

Through a competency model the organization sends a consistent message to the workforce about “what it takes” to be successful in the job

Helps employees understand what helps drive successful performance

The Competency Model approach focuses on the “How” of the job. Competency model is behavioral rather than functional, focuses on

the people rather than jobs Competency models are outcome driven rather than activities (Job

descriptions focus on activities, competencies focus on outcomes) Integrates HR strategy with business strategy –both focus on

outcomes

Why Competencies?

The competency model serves as the foundation upon which all workforce processes are built.

Competencies promote alignment of talent management systems by creating a common language that enables these systems to talk with each other! That is, results of one TM system is used as the input data for the following TM system.

The Competency Model

The Competency Model identifies usually three groups of competencies: Core competencies for the entire organization to shape the

organizational capabilities and culture required to achieve the strategic goals(5 or 6)

Leadership competencies for the management teams of various levels for selection, career planning and development

Functional (technical)competencies (specific for each job family)

Developing a Competency Model Use commonly available “ready to use”

models with small adjustments for your organization

Develop own competency model with help of consultants

Behavioral Benchmarking compare superior performers with other best people in the organization and in other benchmark companies

Developing Organization’s Own Competency Model

Overview of current tasks and responsibilities Come to agreement about what successful “outcome

driven” performance looks like Review of competency library and selection of “must

haves” for the position Rank top competencies as demonstrated by exemplary

(superior) performers Identify of those competencies that align with the vision,

mission and strategic plan of the organization Verify the competencies with a larger sample of the

organization

Choosing Competencies

Before choosing competencies in an organization following requirements must have been completed:

Establishment of vision, mission, values Strategic business goals Identification of the tasks, responsibilities and

outcomes expected from each position Identification of the superior (exemplary) performers Satisfactory competency library

Talent Management

TALENT=COMPETENCE+COMMITMENT+CONTRIBUTION Being competent is not only enough to be a talent The competent person should be committed to the causes and

goals of the organization And should be able and willing to contribute to the success of the

organizationSo, developing your talent is not enough, the organizations need to

take all the measures to motivate, reward their talent pool to gain their commitment and contribution.

Retention is also essential to gaurantee future alignment of the talent with the right key positions

Talent Management Model

Talent Management Model

Expectations for the future. Businesses should identify Job roles Spesific objectives Competencies

Capabilities to meet the expectations Work environment

Managerial support Rewards and recognition Removing barriers

Feedback systems needed to Focus To keep on track Develop

Talent Management Cycle

Talent Management Process

Organization Analysis-Job descriptions-Job spesifications

Assessing the Emloyees

A B C D

PotentialCandidates

Performance Evaluation

Buss. ResultsPersonal

DevelopmentActivities

CareerCommittees

Potancial Candidatesand

Succession Lists

Approval of theLists

Analysis

Assessment

DevelopmentTalent

DevelopmentPrograms

January - March April May on......

Assess

ment

Tools

Structure of a Talent Management Program Building Block 1: Identification and assessment of

competencies Building Block 2: Performance appraisals Building Block 3: Succession and career planning Development of talent (coaching, mentoring, training) Linking compensation with the program (reward and

motivate) Targeting culture as an important driver of TM programs Secure senior executives’ commitment to make the

talent management model work Evaluate the results of talent management system on a

regular basis

Integrated Functions of TM

Performance appraisals, assessments of potential, competency evaluations, career planning, and replacement planning (the core elements of talent management) should be linked to each other.

Stand alone functions are destined to end with failure

HR and TM

HUMAN RESOURCES MANAGEMENT

TALENT MANAGEMENT

o Broad Scope (entire employees)o Emphasize egalitarianismoFocus on administrative functionsoTransactionaloFocus on systems with silo approach

oFocus on segmentation (key group of core employees and key positions)o Focus on potential people oFocus on the attraction, development and retention of talentoFocus on integratation of HR systems

Classwork and/or Homework

Prepare a list of 5 competencies for your own position. Explain why you choose these competencies and what do they include behaviorally?