Talent Management System

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PowerPoint slides by R. Dennis Middlemist, Professor of Management, Colorado State University

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Talent Management System

A system that create organizational excellence by addresses competency gaps, particularly in mission-critical occupations, by implementing and maintaining programs to attract, acquire, develop, promote, and

retain quality talent.

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Talent Management As a System

Talent management as a system concept had its beginning in the late 1980s when client/server technology, optical character recognition software and equal employment opportunity reporting made applicant tracking possible and necessary for most large corporations. It took off in the mid-1990s with the advent of internet, web browsers and database technology. It went mainstream in late 90’s with the explosion of online job boards, e-recruiting companies and corporate employment web site.

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A study was conducted by LBA consulting group in 1990’s. The study examined organization that had survived and prospered, and those had failed, over a time period of 25 years. The result of the study suggested that six human resource condition had to be met in employees selection and performance evaluation processes.

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Cont’d

A performance oriented culture Low turnover (particularly in premium employees groups) High level of employee satisfaction A cadre of qualified replacement Effective investment in employee compensation &

development Use of institutional competencies in employee selection

and performance evaluation processes

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Conclusion based on this study were simple: to optimize an organization’s ability to achieve sustained excellence, it must recognize the need for proactive talent management and have a systematic way of accomplishing the activity. On the basis of research organization focus on three outcomes:

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3 Outcomes

The identification, selection, development, and retention of super keepers.

The identification and development of high-quality replacement for a small number of position designated as key to current and future organization success.

The classification of and investment in each employee based on his/her actual and/or potential for adding value to the organization.

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Key elements of TMS

The Talent Management system is comprised of two critical success factors that work together to ensure agencies have people with the right skills, in the right places, at the right times. Addressing the critical success factors helps eliminate gaps and deficiencies in the skills, knowledge, and competencies of employees The two success factors usually work together.

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Elements

Recruitment: The workforce plan drives the aggressiveand strategic recruitment of diverse and qualifiedcandidates for the agency's workforce.

- Attracting Retention: Leaders, managers, and supervisors create and

sustain effective working relationships withemployees.

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The workplace is characterized by: A motivated and skilled workforce Attractive and flexible working arrangements Compensation packages and other programs used to

hire and retain employees who possess mission-criticalskills, knowledge, and competencies.

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Recruiting- Key elements

Attracting talent

Identifies the challenges involved in attracting a high-quality workforce

Establish competency gap reduction goals and develop action plans to address current and future competency gaps

Use appropriate hiring flexibilities and tools Attract and hires applicants who possess needed mission-

critical competencies

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Involve senior leaders and managers in recruitment planning and the implementation of strategic recruitment initiatives to attract talent

Review recruitment, hiring, and merit promotion programs to ensure fair hiring and assess overall results

Ensure application and decision-making processes are not unduly burdensome or time consuming

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Retaining- Key elements

Managing Talent Utilize flexible compensation strategies to retain

employees Develop short- and long-term strategies and targeted

investments in current employees to eliminate competency gaps

• Train the current workforce in required competencies needed by the agency

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Retaining- Key elements

Document planned and completed retention activities, including requested budget funding, staff allocation, and management accountability

Create a productive, supportive work environment through a variety of programs, such as telework, childcare assistance, fitness centers, health assessments, safety seminars, employee assistance programs, parking facilities, and transit subsidies.

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Approach

The model presented here is called Talent Reservior.

Its goal is to build of high-talent people capable of supporting an organization’s current and future business requirements consistent, with the three objectives outlined earlier.

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Talent Reservoir

Talent Reservoir has 3 major component are:1. Designing and building a Talent Reservior solution.

2. Capturing the Talent Reservior solution in a software package.

3. Implementing an integrated Talent Reservoir process.

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SystemAfter a strategically aligned talent management system has been established, the

needs then to create a robust talent management system. A TMS involves the following steps:

Identification of a process to examine current and future competencies needed by an org.

Developing a model for developing present human resources profile.

Conducting a gap analysis and implementing strategies to close gaps.

Addressing future gaps through human resource development and succession planning and management.

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Developing current talent and investing in new talent at appropriate time.

Addressing future shortages and excesses of employees for needed competencies.

Creating a framework for action plan to meet the future projections.

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4 steps to create TMS

Develop competency definition and measurement scale

Establish a perf. Appraisal definition and measurement scale

Establish a ‘talent potential forcast’ definition and measurement

Apply the scales to each job

Develop assessment tools

and scales

Develop assessment tools

and scales

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4 steps to create TMS

Create a coaching guide

Assemble a best directory of best training program

Create a directory of top books

Develop training application toolsDevelop training application tools

Develop assessment tools and scales

Develop assessment tools and scales

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4 steps to create TMS

Evaluate each employee using assessment tools

Evaluate.Evaluate.

Develop training application tools

Develop training application tools

Develop assessment tools and scales

Develop assessment tools and scales

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4 steps to create TMS

Create a ‘bench strength’ summary

Create individual talent competency development forms

Evaluate.Evaluate.

Develop training application tools

Develop training application tools

Develop assessment tools and scales

Develop assessment tools and scales

Prepare action plans.

Prepare action plans.