Why in MAS-TRAC ?

1. Testimonials – This Page will be added on in the future – For Now Talent Management – Our Experience in MAS-TRAC

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. Talent Management Process Retain Attract Develop Capability Commitment ManagePerformanceAlignment Deploy Connect

4. MAS-TRAC Definition Attract, develop, motivate and retain the talent that our customers Need.

5. MAS-TRAC Focus • - Make the Attraction and Retention of talents • -Creation of a Pool of Committed and Competent workforce • - Create the Notion of ‘Best Place to work’ • Plus Notion of ‘Equal Opportunity Employer’ • Also Notion of ‘Employer of Choice’

6. Talent Management Process Retain Attract Develop Capability Commitment ManagePerformanceAlignment Deploy Connect

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. 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. MAS-TRAC Recruitment process • Defining the requirements.( Scientific Human Resource Planning - HRP) • Attracting candidates. • MAS-TRAC Modes of attraction. • Advertising. • E-recruitment. • Outsourcing recruitment. • Visit campuses of education and training establishments. • Scientific selection process.

10. Talent Management Process Retain Attract Develop Capability Commitment ManagePerformanceAlignment Deploy Connect

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.

12. DEVELOPMENT IMPACT 10% 20% 70% • Training • Work shops • E-learning • Leadership • Co-workers • Development in • role • Transfer of • Learning • Development of • Learning culture • Feedback • Coaching • Mentoring • workplace • learning • Projects • Stretch • assignments • Role • enlargement • Job change Training-based Relationship-based Experienced-based

13. MAS-TRAC Training Policies • Systematic training – Training Needs Analysis (TNA) – competency based • On-the-Job-Training (OJT) • Types of training • IT Skills • 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 • E-learning

14. That translates into: • Individual Career development programs (IDP) • Management Development Programmes • Career Counseling, Guidance, Advising and Mentoring programs MAS-TRAC Career Planning

15. Deploy That translates into • Maximum utilisation of capability • Optimum alignment and engagement with the business. • Improved performance and commitment. Develop Capability Commitment ManagePerformanceAlignment Deploy Connect

16. Talent Management Process Retain Attract Develop Commitment Capability ManagePerformanceAlignment Deploy Connect

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. 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. MAS-TRAC Total Reward Financial and Non financial rewards Paying competitive rates Loyalty bonuses or ‘Golden Handcuffs’ Retention bonus Variable pay Pension Scheme Results in employing and retaining talented employees Annual survey Employee Satisfaction (Climate) Surveys.

20. 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

21. Talent Management Process Retain Attract Develop Capability Commitment ManagePerformanceAlignment Deploy Connect

22. 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. • Individual contribution.

23. Factors affecting retention strategies: • Early career employees ( under 30 years)- Career • advancement • Mid career employees ( 31 to 50 years)- Ability to • manage careers and Job satisfaction • Late career employees ( over 50 years)-Security MAS-TRAC Retention Strategies

24. . MAS-TRAC Outcomes • Which talent within our Customer to be targeted and where are they located. (Criteria for selection) • Identification of talented employees needs, expectations and aspirations. • Ideal team composition at all levels. • Creation of brand image of the organization. • Build a long term recruiting strategy. • Robust recruitment process.

25. Outcomes Outcomes • Revamp introduction to and release from organization process. • Proactive leadership at senior management level, manager level and supervisory level. • Supervisors proactively promote and push talent. • Robust attraction policy. • Robust retention policy. • Career management policy. • Succession planning. • Risk analysis strategy of key employees. (Leaving – loss on business - cost of replacement)

26. Outcomes Outcomes • Robust performance management process to make sure that potential is unleashed and not blocked. • Robust total reward management policies. • Selection and promotion procedures. • Not to promote people into positions that they are not ready for – High failure rate. • Promote cross functional moves.

27. Outcomes Outcomes • To achieve talent engagement formulate policies and build effective relationships with employees by : • Treating them fairly, helpfully, transparently and addressing their concerns. • Recognizing their value and contribution. • Giving them a voice. • Providing growth opportunities. • Train managers and team leaders to appreciate the contribution of their employees. (People often leave their managers rather than their organization)

28. Outcomes Outcomes • Create learning organization. • Robust learning and development strategy and policies. ( Covering Learning, Education, Development and training) • Job analyses and Competency design. • Robust retention strategies. • Strengthening the talent pool by investing in A players developing B players and acting decisively on C players.

29. Outcomes • Create a pool of committed and competent workforce. • Notion of “Best great place to work”. • Notion of “Employer of choice”. • Notion of ‘’Equal Opportunity Employer’’