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Model

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  1. Model • Promote • Select • StrategicTalent Development Presented by 3 February 2010 • Evaluate/ • Reinforce • Onboard • Develop

  2. In simplest terms, Talent Management is the recruitment, development, promotion, and retention of people, planned and executed in line with your organization’s current and future business goals. Because it is aimed at building leadership strength in depth, it creates flexibility to meet rapidly changing market conditions. A structured talent management process will systematically close the gap between the human capital an organization currently has and the leadership talent it will eventually need to respond to tomorrow’s business challenges. DDI, 2009

  3. A Talent Management process is key for • Connecting corporate strategy with the quantity and quality of leadership required to execute it. • Driving leaders’ accountability for the cultural strategies that support business goals. • Identifying those individuals with the highest leadership potential across the organization early in their careers. • Assessing high-potential talent against a holistic and future-facing definition of leadership. • Accelerating the development of high-potential talent and improving the quality of executive leadership. • Enhancing the focus on growing better leaders at all levels, from first line upwards. • DDI, 2009

  4. Model • Promote • Select • StrategicTalent Development • Evaluate/ • Reinforce • Onboard • Develop Process Elements

  5. Process Drivers

  6. Model • Promote • Select The model is the “DNA” of the position or function. It defines all of the elements required to make the position function “perfectly.” Element I: Modeling Ideal Talent • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  7. Leadership Model • Position Modeling • Competencies (skills and knowledge) • Key Success Factors • Desired Motivations • Desired Behavioral Style Element I: Modeling Ideal Talent Key Components

  8. Model • Promote • Select The purpose of the Selection Element is to find talented individuals who have as close a “DNA” match as possible. Element II: Recruit, Screen & Select Talent • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  9. Ability to communicate and connect, fit in the culture, “intangibles”, assess via interviews; assess for Emotional Intelligence Chemistry Skills, motivators, behavioral style, experience, success, assessed with assessment tools, behavioral interviewing, resume & references Competency Personal Values, Alignment w/ Core Values, assessed via interviews, references & background checks Element II: Recruit, Screen & Select Talent Character Foundation of Selection

  10. Defines the person “wired” to fill the position. Element II: Recruit, Screen & Select Talent What do you assess for?

  11. A Candidate for Commissioned Sales He is outgoing and assertive … He is motivated by money … But he has the people skills of a rubber ball

  12. A Candidate for Commissioned Sales He is outgoing and assertive He has wonderful interpersonal ability But he is not motivated by money

  13. A Candidate for Commissioned Sales She is outgoing and assertive She likes money as a measure of accomplishment She is confident, listens well and inspires others

  14. What about attitude? Can you assess for it? Should you? • Attitude is a choice, not an attribute • People can be predisposed to certain attitudes based on their behavioral and motivational wiring • The corporate culture defines and reinforces attitudes • Because you don’t fire for attitude, you shouldn’t hire for it Element II: Recruit, Screen & Select Talent Assessing for Attitude

  15. Model • Promote • Select The Onboarding Element ensures the “new DNA” Is fully transplanted into the organization without “rejection.” Element III: Onboard, Orient & Acclimate • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  16. The “First 90 Days” • Standardized Orientation Process • Initial Position Training • Cultural Acclimation Element III: Onboard, Orient & Acclimate Key Components

  17. Model • Promote • Select Because there is no perfect “DNA match,” an ongoing and defined process of development is required. Element IV: IDP Driven Training & Development • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  18. Individual Development Plans • Formal Professional Development Curriculum • Experiential Professional Development • Leadership Development • Mentoring Process • Career Management Element IV: IDP Driven Training & Development Key Components

  19. Model • Promote • Select The Evaluation Element is the “physical” to ensure growth and performance to the maximum capacity. It rewards good health and sets forth an “exercise plan” to improve. Element V: Evaluate, Reinforce, Plan • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  20. Performance Appraisal Process • 360 Evaluation • Learning Management System • Non-Tangible Rewards • Compensation Systems Element V: Evaluate, Reinforce, Plan Key Components

  21. Promote • Evaluate/ • Reinforce • Develop Continuous Development

  22. Model • Promote • Select The Promotion Element is the identification, growth and selection process for the best of the best to assume higher positions of leadership. Element VI: The Promotion Process • Evaluate/ • Reinforce • Onboard • StrategicTalentDevelopment • Develop

  23. Annual Talent Review Process • Talent Scorecard/Scoreboard • Emergency Succession Plan Element VI: The Promotion Process Key Components

  24. Annual Process to assess and identify talent • Rolls up through the organization to the Senior / Executive Management Team • Output of process used to develop training priorities and plans for following year Talent Review Process

  25. Promotability Matrix

  26. Assessment Process

  27. Triangulated assessment of skills, behaviors and motivators Performance DNA