logging in or signing up talent_management kimo10 Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 1432 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: March 11, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript TALENT MANAGEMENT : TALENT MANAGEMENT TALENT MANAGEMENT : TALENT MANAGEMENT Talent Management is a powerful tool that helps a Company stand out against the Competition. It is a key business process that focuses on how the Company manages and invests in their people to meet the business needs. With it, the Company can make the best use of their talent and support the associates’ development consistently worldwide. BUILDING ON PEOPLE : BUILDING ON PEOPLE The future of the Company depends on clear and aligned business goals and the right people to successfully implement its strategy. Our Talent Management process ensures that we identify and match talent with Business requirements, so that we have the leaders ready and in place to achieve our goals. ROLE OF MANAGERS IN TM : ROLE OF MANAGERS IN TM A significant part of ensuring a successful future relies on the role that our current managers play in identifying and developing their future successors. The TM Process supports Managers in addressing skill and ability gaps and provides action plans to close these gaps. IDENTIFICATION OF TALENT : IDENTIFICATION OF TALENT Managers identify key positions and high potential people and review individual potential against position requirements. Talent Management is the process for identifying our leadership needs and assessing candidates worldwide. TALENT MANAGEMENT PROCESS : TALENT MANAGEMENT PROCESS A concrete idea of the requirements of our key positions Objective assessments of individual capabilities Alignment of each candidate’s potential and possible professional development. TALENT MANAGEMENT PROCESS : TALENT MANAGEMENT PROCESS Individual Development plans to strengthen the talent pool. A strong pool of candidates for key positions Plans to resolve succession gaps or blockages TALENT MANAGEMENT INTERFACES : TALENT MANAGEMENT INTERFACES Talent Management, Performance Management, Leadership Development and Compensation Management work together to ensure that skilled leaders are in place to meet our business challenges. TALENT MANAGEMENT : TALENT MANAGEMENT Identifies talent requirements based on business challenges Assesses individual and organizational potential Reviews talent and identifies key associates for key positions- short and mid term TALENT MANAGEMENT : TALENT MANAGEMENT Defines coaching and development plans and developmental moves Initiates filling of gaps through outside recruiting Identifies Future Leaders (long term candidates for key positions ) LEADERSHIP DEVELOPMENT : LEADERSHIP DEVELOPMENT Grows our talent internally Reinforces a culture of continuous learning Provides leadership education and on-the-job development PERFORMANCE MANAGEMENT : PERFORMANCE MANAGEMENT Aligns individual and company goals Defines clear performance expectations Serves as the basis for rewards and individual development planning Encourages candid discussions between associates and managers about performance (current results and accomplishments) and potential (the ability to assume positions of greater responsibilities) and plans for continuous improvement. TM & PERFORMANCE MANAGEMENT : TM & PERFORMANCE MANAGEMENT Annual Performance discussions have short term and long term focus. For short term, they agree on individual objectives that will contribute to broader business goals, along with development plans for the coming year. For the longer term, they discuss career aspirations and opportunities and leadership development activities that will position the associate for responsibilities in the future. COMPENSATION MANAGEMENT : COMPENSATION MANAGEMENT Categorize employees through job evaluation Compare your pay to the market. Manage internal equity. Link pay with job performance Communicate how pay works. THE LEADERSHIP PROFILE : THE LEADERSHIP PROFILE For our Company to succeed, our leaders must do these things well: Deliver Strategic Business Results Demonstrate Personal Leadership Build the Global Organization Develop Human Capital Transform and Reinvent the Business DELIVER STRATEGIC BUSINESS RESULTS : DELIVER STRATEGIC BUSINESS RESULTS Focuses on Customer and Market Value creation Establishes a compelling vision with clearly focused priorities Drives for speed in decisions and actions Integrates and balances global and local perspectives DEMONSTRATE PERSONAL LEADERSHIP : DEMONSTRATE PERSONAL LEADERSHIP Delivers on commitments Engages others through active and visible communication Demonstrates adaptability, flexibility and resourcefulness Leads courageously BUILD THE GLOBAL ORGANIZATION : BUILD THE GLOBAL ORGANIZATION Adapts and leverages technology and best practices Fosters connectivity and collaboration across the organization Builds flexible and productive alliances Capitalizes on multicultural, diverse organizational strengths DEVELOP HUMAN CAPITAL : DEVELOP HUMAN CAPITAL Attracts and retains the best talent and team Empowers and enable others to act Maintains high and fair accountability for actions and results Provides constructive feedback and coaching TRANSFORM AND REINVENT THE BUSINESS : TRANSFORM AND REINVENT THE BUSINESS Challenges the status quo Identifies and pursues new untapped ideas and opportunities Continually rates the organization’s level of ambition Anticipates, creates and embraces change ISSUES DISCUSSED IN TM : ISSUES DISCUSSED IN TM What are our future business challenges? Which individuals have the greatest potential for high performance in key positions? How prepared are they to take on such positions in the future? What needs to be done to ensure that they are prepared? ISSUES DISCUSSED IN TM : ISSUES DISCUSSED IN TM What has been accomplished in past positions? How has it been accomplished? What development opportunities, experiences and education are critical to leadership development? Which development opportunities would stretch the candidates’ skills? Does the organization have the flow and availability of talent to maintain quality in key leadership positions? TALENT MANAGEMENT : TALENT MANAGEMENT Talent Management provides a cross-functional, bottom-up leadership identification and development process owned by line management. TM continually identifies leadership requirements, potential leaders and developmental and hiring needs You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.