2. Why in MAS-TRAC ?. Talent immigration (Both local and expatriate employees are attracted by our local competitors and from the neighboring countries). Expected boom in the local job market in view of major projects. 3. Develop. Deploy. Connect. Commitment. Capability. Manage Performance Alignment.
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4. 4 MAS-TRAC Definition
Attract, develop, motivate and
retain the talent that our customers
5. 5 MAS-TRAC Focus
7. 7 MAS-TRAC Attraction Strategies Develop the Employer branding Creation of brand image of the organization for perspective employees,
Creating a ‘Great Place to Work’; ‘Employer of choice’ and ‘Equal Opportunity Employer’
Develop Professional and Ethical Recruitment process
Develop Pragmatic Selection methods
Introduction to the organization (Ambassador of the organization)
Reduce Attrition from the organization
8. 8 MAS-TRAC Employer branding Employee to believe that organisation is:
is transparent, fair, helpful and concerned
offers opportunities for growth – career growth
has work-life balance
has pro-active leadership
has a range of management practices that help staff feel valued, productive and listened to
effective employee development programs
benchmarks its approaches
9. 9 Defining the requirements.( Scientific Human Resource Planning - HRP)
MAS-TRAC Modes of attraction.
Visit campuses of education and training establishments.
Scientific selection process.
11. 11 MAS-TRAC Development Strategy Identification of our Customers required skills.
Active Management of Learning.
Equipping employees with skills, knowledge and competences required to undertake current and future tasks required by the organization to attain its goals.
(Skill gap bridging)
Developing ‘Intellectual Capital’ to meet present and future needs as the human capital of an organization is a major source of competitive advantage.
13. 13 MAS-TRAC Training Policies
Systematic training – Training Needs Analysis (TNA) – competency based
Types of training
Management Development Training Programmes
Interpersonal skills, example Leadership, Team Building and Group Dynamics
Personal skills, example Assertiveness, Coaching, Mentoring, Guidance, Advising, Communicating and Time Management
Training in organisational procedures or practices, example induction, health and safety, performance management
14. 14 MAS-TRAC Career Planning
15. 15 Deploy That translates into
Maximum utilisation of capability
Optimum alignment and engagement with the business.
Improved performance and commitment.
17. 17 Connect Building effective relationships with people by:
Treating them fairly – institutionalisation of process and procedures.
Recognizing their value & contribution
Giving them a voice, listening to them and empowering them.
Providing growth opportunities
Thus achieving ‘Talent Engagement’
Ensuring people are committed to their work and organisation
18. 18 MAS-TRAC PAS - Performance Appraisal System (Performance) Building relationships with people.
Identifying talent and potential.
Planning learning & development activities.
Making most of the talent possessed by people.
Increasing the motivation level by positive feedback and recognition.
Line managers to carry out ‘Risk Analysis’ of key staff to assess the likelihood of their leaving
19. 19 MAS-TRAC Total Reward Financial and Non financial rewards
Paying competitive rates
Loyalty bonuses or ‘Golden Handcuffs’
Results in employing and retaining talented employees
Employee Satisfaction (Climate) Surveys.
20. 20 MAS-TRAC Career Management Shaping the progression of individuals within the organisation with reference to:
Employee success profiles
Preference of individuals
21. 21 MAS-TRAC Career Management Develop Assessment and Development Centres
High Flyer Development Schemes
Dealing with ‘Plateaued Manager’- got so far but cannot get further
Dealing with ‘Rising stars’ on the wane- reshape their careers
23. 23 MAS-TRAC Retention Strategies
Maintain Company Image.
Initiate Recruitment, Selection and Development.
Leadership – the maxim - Employees join companies and Leave Managers.
Learning opportunities – Engagement
Performance recognition and rewards.
Individual and independent projects.
24. 24 MAS-TRAC Retention Strategies