Strategic Workforce Planning4 (NXPowerLite).ppt

Strategic Workforce Planning,Session 4Talent Management,Talent Management Framework,Drivers of talent attraction and retention,Mc Kinsey Study The War for Talent,Talent Management Framework,Talented People?,Talented people are those expected,by their managers,to produce superior performance both now and in the futureThey achieve this through application of their knowledge,skills and creativity while demanding personal growth with or without the support of the broader organisation.“Talented individuals are mobile monopolies with global passports.”(Karaoke Capitalism Ridderstrale&Nordstrom)Some lack knowledge and skills but are talented,the challenge is to spot this,Talent Management Framework,Talent Management Principles,Outcomes,Inputs,Talent Management Framework,Key Elements of Talent Management,Talent Management Framework,Talent Management Processes,Managing Talent,Business Results,Talent Management Processes,Talent Management Processes,Talent Management Processes,Business Results,Managing Talent,Talent Management Processes,Talent Management Processes,Business Results,Managing Talent,Talent Management Processes,AS IS,TO BE,Managing Talent,Managing Talent,Managing Talent,Shaping Talent Pools,Managing Talent,Business Results,Talent Management Framework,Talent Management Tools,The Talent Management Matrix,Talent Management Matrix,Illustrative Example-9,The CLC Four Lenses,Individual Exercises,“How good are we at managing talent?”“Options for addressing strategic talent management issues”Please complete they questionnaires in your file Scoring De-briefing,CONVERSATION TOPIC#1,“Start by paying me a decent,market-related salary.or perhaps a little bit more.We can then focus on the other things that really matter.”,What drives retention of talent?,CONVERSATION TOPIC#2,“I want to have absolute clarity of what the Company can provide before I commit“,The psychological contract,CONVERSATION TOPIC#3,“Freedom and autonomy mean a lot to me.Lets discuss the expected outcomes from the task,but then leave me to get on with it.”,Generation gap?,CONVERSATION TOPIC#4,“I look at the quality of leadership before a make a decision for a better job,or consider a transfer”,Career decisions,CONVERSATION TOPIC#5,“Im not too concerned with the rigidities and formalities of performance management systemsI just want to get on with the job.But I thrive on feedback ongoing,honest and sometimes fierce feedback.”,Career decisions,CONVERSATION TOPIC#6,“Although we dont talk about it much,recognition is a big thing.Recognition through financial reward is great,but non-financial recognition also plays a big role.”,Line of sight,CONVERSATION TOPIC#7,“I suppose Im a true believer in life-long learning:training and development,coaching and mentoring all those things mean a lot to me.”,Drivers of talent growth,CONVERSATION TOPIC#8,“But I regard everyone as talented.I dont like the blue eyed boy syndrome in our organization”,Definition and affirmation of talent,CONVERSATION TOPIC#9,“My passion lies in geology.Yes,Im obsessed with rocks.But,please,I dont want to manage people thats a big turn-off for me.That said,what are my career prospects?”,Only management?,CONVERSATION TOPIC#10,“I know that Im not the cream of the crop.I realize that Im not super-intelligent.However,I am a solid performer and add a lot of value.I am also very loyal.Dont forget about me.”,Balance in organizations,CONVERSATION TOPIC#10,Look after the top talent,but dont forget about the B players.Possibly the B players are the real stars in the organisation.The A players tend to be constantly on the look for greener pastures,and are often very self-centred.Like any employees,no matter how secure and grounded,B players need nurturing and recognition.,Harvard Business Review,CONVERSATION TOPIC#11,“I look at what the psychometric tests say it is a scientific way for me as a line manager to identify talented people”,Assessment and testing,CONVERSATION TOPIC#12,“I regard myself as a maverick.Some people even call me weird.But I also know that I make a substantial contribution to the company.Allow me to continue to push the boundaries.”,Are talented people all mavericks?,CONVERSATION TOPIC#13,“I want to be developed to my full potential;I am the type of person that needs to be stretched.But,to the extent that it is possible,I want to maintain an acceptable work-life balance.”,WLB a Company manual entry?,CONVERSATION TOPIC#14,“Yes,Im 48 and white and male.As you know,I have an excellent track record and still have a lot to offer.Use me,develop me,stretch me.”,CONVERSATION TOPIC#15,“Im 59 and should be retiring next year.But I am still healthy-mentally,physically and emotionally.Can we not work out a deal where,after retiring,I work for the company two days a week?”,1.People First!,“When land was the productive asset,nations battled over it.The same is happening now for talented people.”Stan Davis&Christopher Meyer,futureWEALTH,Talent!Tina Brown:“The first thing is to hire enough talent that a critical mass of excitement starts to grow.”Source:Business2.0,2.Soft is Hard!,3.FUNDAMENTAL PREMISE:We Are in an Age of Talent/Creativity/Intellectual-capital Added.,“Human creativity is the ultimate economic resource.”Richard Florida,The Rise of the Creative Class,4.Talent“Excellence”in Every Part of Every Organization.,5.P.O.T./Pursuit Of Talent=OBSESSION.,“The leaders of Great Groups love talent and know where to find it.They revel in the talent of others.”Warren Bennis&Patricia Ward Biederman,Organizing Genius,6.Talent Masters Understand Talents Intangibles.,Visibly energetic/Passionate/Enthusiastic about everything.Engaging/Inspires others.(Inspires the interviewer!)Loves messes&pressure.Impatient/Action fanatic.A finisher.Exhibits:Fat“WOW Project”Portfolio.(Loves to talk about her work.)Smart.Curious/Eclectic interests/A little(or more)weird.Well-developed sense of humor/Fun to be around.*No.1 re bosses:Exceptional talent selection&development record.(Former co-workers:“Did you visibly grow while working with X?”/“How has the department/team grown on a world-class scale during Xs tenure?”),7.HR Is“Cool.”,“HR doesnt tend to hire a lot of independent thinkers or people who stand up as moral compasses.”Garold Markle,Shell Offshore HR Exec(FC/08.05),8.There Is an“HR Strategy”/“HR Vision”,“Omnicom very simply is about talent.Its about the acquisition of talent,providing the atmosphere so talent is attracted to it.”John Wren,EVP=Challenge,professional growth,respect,satisfaction,opportunity,rewardSource:Ed Michaels et al.,The War for Talent,9.There Is a FORMAL Recruitment Strategy.,Cirque du Soleil:Talent(12 full-time scouts,database of 20,000).R$100M on$500M).Scarcity builds buzz/brand(1 new show per year.“People tell me were leaving money on the table by not duplicating our shows.Theyre right.”Daniel Lamarre,president).Source:“The Phantasmagoria Factory”/Business 2.0/1-2.2004,10.HR Strategy=BUSINESS Strategy,People DepartmentCenter for Talent ExcellenceSeriously Cool People Who Recruit and Develop Seriously Cool PeopleEtc.,“In the CEO job you will not use much of what you have learnt here you will be into people.The recruitment of people,the evaluation of peoplethe dealing with people”Jackto the Stanford MBA Class,