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Talent Management. Carlos. Anne. Jorge. Adrian. Anurag. Enrico. Yu. Human Resources. Group C. what is talent management?. Anticipating the need of human capital and then setting out a plan to meet it. …forecasting and succession planning.

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Presentation Transcript
slide1

Talent Management

Carlos

Anne

Jorge

Adrian

Anurag

Enrico

Yu

Human Resources

Group C

slide2

what is talent management?

Anticipating the need of human capital and then setting out a plan to meet it.

…forecasting and succession planning

What are the current responses to this challenge?

Well, to do nothing or…

slide3

Let me explain you how this began…

In the 1970’s…internal talent development collapse because it could not address the increasing uncertainties of the market place

In the 1950’s…executive coaching to 360° feedback to job rotation to high potential programs

… there were no lay offs so there was an excess supply of managers…

In the 90’s… the alternative to traditional development… outside hiring

In the 80’s… they cut positions, so why maintaining the programs designed to fill the ranks?

slide4

So what are they doing today?

But… this doesn’t work anymore…

Actual companies are returning to the practices of 1950’s…

Succession plans create an implicit promise… employees feel betrayed

These investments are essentially wasted

Long term succession plans that attempt to map out careers years into the future.

Jobs change as conditions do, so most companies have to constantly update their plans

slide5

So what is Talent management?

Developing employees or creating succession plans

Achieving specific turnover rates or any other tactical outcome

At the end, Talent Management exits to support the organization overall objectives, which in business essentially amount to making money.

Well, lets start with what is not

slide6

Talent Management

Supply Chain Management

A new way to think about Talent Management… Supply Chain Management:

Forecasting product demand

Forecasting talent needs

Estimating cheapest and fastest ways to manufacture products

Cost –effectively developing talent

Outsourcing processes

Hiring outside

Ensuring timely delivering

Planning to succession events

slide7

The issues and challenges in managing an internal talent pipeline are similar to how products move through a supply chain

Reducing bottlenecks that block advancement

Speeding up processing time

Improving forecasts to avoid mismatches

slide8

Capelli’s innovative approach to managing talent uses 4 operations-based principles…

Two of them address uncertainty on the demand side…

And the other two on the supply side… lets look at them…

slide10

Conclusion

  • Talent on demand allows
    • Employers to manage talent and increase ROI, It allows
    • Employees to balance their interests, and it betters
    • Society by continuously developing its skills levels.
  • “Every talent management process in use today was developed half a century ago. It’s time for a new model”
  • - Peter Cappelli -
slide11

THE END…

Carlos

Anne

Jorge

Adrian

Anurag

Enrico

Yu

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