(Available also for Customised Training by Duration, Venue & Fee)
Successful organizations, both public and private, are recognizing that the
employee assessment and selection process must be viewed as part of a larger, inter-connected talent management strategy; a strategy where emphasis is not only on attracting, assessing, and hiring top talent, but also on developing and retaining excellent employees.
The Seven Pillars of Talent Management Strategy
1. Increasing employee engagement
2. Increasing workforce productivity
3. Increasing return on training and development investments
4. Increasing percentage of HR time spent on strategic activities
5. Reducing the cost of HR function
6. Increasing employee retention rate
7. Reducing time to close a workforce capability gap.
Recasting of the HR Purpose
• What are we trying to accomplish?
• Defining a Talent Strategy - right talent in the right roles
• Integrating talent planning system with business planning system
• Critical insight into employee satisfaction
• Relating Talent and the organization’s bottom line and brand
• A correlative internal culture strategy.
Employee Engagement Levels
• Integrated interests of business and of employees
• Loyalty - Career paths and employee aspirations
Increasing Workforce Productivity
• The imbalance in demand and supply of competencies
• Misaligned objectives
• Hiring the right person for the right position
• Equipping people to increase performance
• Transparency of staff cost and productivity
Reducing the Cost of HR Function - financial metrics
• Cost per hire
• Retention costs.
Increasing Employee Retention Rate
• Bind the critical, but risky talent
• Build the future talent requirements
• Buy the critical urgent talent
• Borrow the short-term skills requirement
• Properly designed compensation and rewards programmes
• Liberate people's intrinsic motivation
Increasing Percentage of HR Time Spent on Strategic Activities.
• Workforce planning
• Strategic People Planning
• Talent Acquisition Planning
• Engagement and Development Planning
• Individual Performance Optimization
• Succession Planning
• Retention Planning
• Compensation Plan
• Translating into dramatically higher levels of fulfillment.
Reducing Time to Close a Workforce Capability Gap
• How to determine “talent gap”
• Gap assessments at individual, team and organizational levels
• Sophisticated data analytic tools
• Rotation and stretch assignments
• External benchmarking and normative data comparisons
Increasing Return on Training and Development Investments
• People development is an endless process
• Senior management Role Model development
• Senior management active as mentors and teachers