Presentation

Presentation Of

Recruitment & Selection

Presented To:

Sir Jameel Afsar Rao

Talent Management

Presented By Group 4:

MembersRoll No

Amir Tehseen 01

Hafiz Moin-ul-Aziz 12

Hafsa Gul 18

Ahtasham-ud-Din 31

Shabnam Naz 36

Hafsa Gul Roll No: 18

Contents: What is Talent Management?

Require Talent Needs

Features & Function of Talent Management

Findings

Principles of Talent Management

Name of Companies where Talent Management is used.

Process of Talent Management

Integrated Talent Management Model

Advantages of Talent Management

Impact of Talent Management

What is Talent Management?Talent management is the process by which an organization identifies, manages and develops its people now and for the future. It is concerned with:

Developing a strategy to determine what the organization needs to meet the current and future demands of the business plan.

Establishing processes to measure competence – required and available

Creating a range of developmental tools and processes to provide tailored approaches depending on the individual needs of employees.

Identifying ways to obtain and retain those who are critical to success.

Establishing suitable approaches to deal with those who no longer fit organization requirements.

Measuring the impact these strategies have so that policy can be continually updated and refined to deliver high performance, now and in years to come.

Talent Management

Talent management is an organization's commitment to recruit, retain, and develop the most talented and superior employees available in the job market.

So, talent management is a useful term when it describes an organization's commitment to hire, manage and retain talented employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce.

Hafiz Moin Roll No: 12

Require Talent Needs

Analyze jobs and tasks Review or prepare position descriptions Develop competency list Identify work values for position Look at current and future needs

Features & Function

Recruitment and Staffing

Personnel Management

Career Development and Succession Planning

Learning Management

Performance and Compensation Management

Workforce Planning

Findings:

We found that these "talent management leaders" are just better-run organizations. For example:

They have 17% lower voluntary turnover rates.

They have 41% lower turnover rates among high performers.

Their median revenue per employee is 26% higher.

They are 28% less likely to have had a major layoff in 2009.

They are 109% more capable of retaining high performers.

They are 87% more capable of "hiring the best people”.

They are 92% better at "responding to current economic conditions”.

They are 144% better at "planning for future talent needs”.

Ahtasham-ud-Din Roll No: 31

Talent manager:An individual who takes overall responsibility for ensuring that the organization has the right people in the right job at the right time, and has a supply of talent coming up for the future.

Principles of Talent Management:

Principle 1 - Avoid Mismatch Costs Principle 2 - Reduce the Risk of Being

Wrong Principle 3 - Recoup Talent Investments Principle 4 - Balancing Employee Interests

Name of Companies where Talent Management is used:

Amir Tehseen Roll No: 01

Process of Talent Management:

Attracting the Talent: it is important to attract the talented people to work with you as the whole process revolves around this only. After all the main aim of talent management process is to hire the best people from the industry.

Sourcing the Talent: This is the second stage of talent management process that involves targeting the best talent of the industry. Searching for people according to the requirement is the main activity.

Recruiting the Talent: This is the hiring stage when people are invited to join the organization.

Selecting the Talent: This involves meeting with different people having same or different qualifications and skill sets as mentioned in job description. Candidates who qualify this round are invited to join the organization.

Training and Development: After recruiting the best people, they are trained and developed to get the desired output.

Retention: Certainly, it is the sole purpose of talent management process. Hiring them does not serve the purpose completely. Retention depends on various factors such as pay package, job specification, challenges involved in a job, designation, personal development of an employee, recognition, culture and the fit between job and talent.

Promotion: No one can work in an organization at the same designation with same job responsibilities. Job enrichment plays an important role.

Competency Mapping: Assessing employees’ skills, development, ability and competency is the next step. If required, also focus on behaviour, attitude, knowledge and future possibilities of improvement. It gives you a brief idea if the person is fir for promoting further.

Performance Appraisal: Measuring the actual performance of an employee is necessary to identify his or her true potential. It is to check whether the person can be loaded with extra responsibilities or not.

Career Planning: If the individual can handle the work pressure and extra responsibilities well, the management needs to plan his or her career so that he or she feels rewarded. It is good to recognize their efforts to retain them for a longer period of time.

Succession Planning: Succession planning is all about who will replace whom in near future. The employee who has given his best to the organization and has been serving it for a very long time definitely deserves to hold the top position. Management needs to plan about when and how succession will take place.

Exit: The process ends when an individual gets retired or is no more a part of the organization.

Shabnum Naz Roll No: 36

Advantages of Talent Management:

Right Person in the right Job

Retaining the top talent

Better Hiring

Understanding Employees Better

Better professional development decisions

Impact of Talent Management

Talent Management

Benefits to Organization: Increased Productivity Increased Capability Better linkage between individuals

efforts & business goals Commitment of valued employees Reduced turnover Increased benefits

Benefits to Employees: Higher motivation Higher commitment Career development Increased knowledge Better contribution to achieved

company’s goal Sustained motivation