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  Kam Konsulting
  Talent Management
   
 

Talent Management

Talent as generally defined is "Individuals who have the capability to make a significant difference to the current and future performance of the company."

 

Talent Management is all about effectively acquiring new talent, leveraging the existing talent and retaining the talent.

 

 Talent Management is generally based on the following seven imperatives:

 

Elevate Talent to positions where they can add more value according to corporate priorities.

Create a winning employee value proposition (EVP) for attracting and retaining talent that deliver.

Build a high performance culture and instill a talent mindset at all levels of the organization- beginning with senior management

Source talent broadly and creatively; continuously recruit great talent

Develop talent aggressively and to their full potential

Make room for talent to grow by differentiating your approach to managing under performers; take action by moving on underperformers

Focus on retaining high performers by delivering on their EVP

 

Our Approach:

 

We assist the organization in developing a ‘talent map’ that identifies the key or the emerging talent within the organization.

We develop a customized evaluation/measurement process to consistently define measure and leverage talent within the organization.

We assist the organization in developing and integrating/aligning the Talent Management Strategy with the Corporate Business Strategy, Vision, Mission, Values and all the processes such as selection, appraisal, performance measurement, reward, training and succession planning etc.

We develop customized talent development programs for the organizations in line with the corporate objectives to deliver the talent management initiative.

 

 

Talent Management Framework

 

Step 1. Review

         Corporate Business Strategy

         Corporate vision, mission and values

         Corporate culture

         HR vision , mission and values

         Review organization structure

         Identify key positions/roles

 

Step 2. Develop a Talent Management Strategy

     

         Define the corporate situation reference to talent management

         Define Program Objectives

         Identify key issues

         Develop TM action plan

         Define Success Measures

         Identify the TM team

         Develop an Implementation Strategy

 

Step3.  Identifying High Potential and Selecting Participants

 

          Define talent

         Success Profiling (competencies, enablers/derailers, knowledge, experience)

           Nominations by Business Units/Divisions

         Candidates assessment/evaluation

         360º  Feedback Surveys

         Personality Tests

         Establish Talent Map/ Pool

 

Step 4. Targeting Solutions

 

         Employee Value Proposition (EVP) Survey

         Prioritizing Development Needs

         Development Plans

         Talent development program

         Strategies for Acquiring new talent, Leveraging Talent and Retaining Talent

 

Step 5. Ensuring Follow through on Development Agenda

         Assignments

         Short term experiences

         Job rotations

         Training

         Coaching

         Succession plans

 

Step 7. Talent Audit

 

         Reviewing Progress, New Assignments

         Consideration of the strategic outlook for the business and talent implications

         Review of the performance of key personnel

         Identification of rising talent

         Cross-calibration of talent across the organization

         Formulation of tactics for handling the top 20 percent and bottom 10 percent of

           performers

         Planning of further development for high potential managers, including additions

           to the talent pool             

         Removal of managers from talent pool for either lack of progress or motivation

        Graduation from the talent pool and appointment to suitably challenging roles in the business.

 

This is achieved by using a standard behaviorally anchored rating scale against a common set of organizational leadership competencies/attributes.   The Talent Management process may then take the form of a rolling cycle completed each 6 or 12 months.

 

 

Key Talent Management Initiatives

 

        Corporate and HR vision ,mission, values statement

        Talent Management Plan

        Alignment/integration of TM plan objectives with

 HR systems, procedures, processes and policies

        Development of three tier Performance management system

 Linked to vision, mission and values

        360 evaluation Survey

        EVP Survey

        Personality Evaluation /assessments

        Development Plans

        Development Talent Development Programs

        Succession Plans

        Retention Strategy

 

For more details on Talent Management please contact us.

   

 

   
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