Human Resources Human Resources Talent Management Adria n Enric o Anurag Jorge Anne Carlo s Yu Group C Group C
Dec 24, 2015
Human ResourcesHuman Resources
Talent Management
AdrianEnrico Anurag
Jorge
AnneCarlos
Yu
Group CGroup C
what is talent management
?
Anticipating the need of human capital and then
setting out a plan to meet it.
What are the current
responses to this
challenge?
…forecasting and
succession planning
Well, to do nothing or…
Let me explain you
how this began…
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?
In the 1950’s…executive coaching to 360° feedback to job rotation to high potential programs
In the 1970’s…internal talent development
collapse because it could not address
the increasing uncertainties of the
market place
… there were no lay offs so there was an excess supply of
managers…
But… this doesn’t work anymore…
Long term succession plans that attempt to map out careers
years into the future.
These investments
are essentially
wasted
So what are they doing
today?
Jobs change as conditions do, so most companies
have to constantly update their plans
Succession plans create an implicit promise…
employees feel betrayed
Actual companies are
returning to the practices of
1950’s…
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
Forecasting product demand
Estimating cheapest and fastest ways to manufacture products
Outsourcing processes
Ensuring timely delivering
Hiring outside
Planning to succession events
Cost –effectively developing talent
Forecasting talent needs
Supply Chain Management
Talent Management
A new way to think about Talent
Management… Supply Chain Management:
Speeding up processing time Improving
forecasts to avoid mismatches
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
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…
Talent on demand allowsEmployers to manage
talent and increase ROI, It allows
Employees to balance their interests, and it bettersSociety 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 -
Conclusion