TALENT

MANAGEMENT
It takes talent to spot talent!

Submitted by:
Page 1Amey
Rohan Kaple, Swapnil Kharde, Avinash Khirwar, Pranav Kolhe,
What is Talent…?
"Talent" is a term you hear in a variety of contexts.
It's used constantly in reference to

• Celebrities: in show business, performers are often

referred to as "the talent."
• Sports analysts will talk about an outstanding
athlete's "raw talent."
• Grade-school kids impress audiences full of
parents at talent shows.

While the existence of talent agencies and talent

brokers implies that talent is a rarefied commodity,
something to be bought and sold.

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Carefully examining and refining the concept of
talent may make it easier for you to recognize it in
yourself and others, in order to make the most of it
in your daily life. What is it, for example, that
distinguishes talent from related -- but very
different -- concepts, such as competency or style?

For many recruiters, talent is synonymous with

“anyone who says yes.” For others, it is any hire
that stays for six months or a year. And for still
others, it is any hire that a manager finds
satisfactory.

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 Knowledge and skills can be learned, but
talent
some is enduring
define “talent” as those employees whose
contributions are vital to our ability to produce our
product or deliver our service. Excellent talent then
refers to those who produce an above-average
amount of our product and poor talent means those
who do much less than average. Sports teams
measure talent this way all the time. When a team
manager speaks of quality talent, he is talking
about those individuals who make the most points,
block the other team most often, or who the fans
and players identify as essential for success.

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 Knowledge & Skill
Talent – Knowledge – Skills
• Talent reflects how • Imply learned behavior,
you're hard-wired. actions that require more
• Talent dictates your active cognitive
T a l e n t

moment-by-moment processing.
reactions to your
environment. • What you know reveals
• Talent results in more about your
consistently recurring experiences and
patterns of thought or education than about who
behavior. you are at the core.

To deviate from those • Behavior derived from

patterns requires knowledge and skills can
conscious effort, and such be changed far more
deviations are difficult to easily than talent-based
sustain. behavior.

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philosophy
A tone deaf will never be able to appreciate the
music of maestros. Only a seasoned jeweler would
know that all that glitters is not real! And, only
those who can recognize the worth of a diamond
can value it, for others it's just a stone!

“Talent is doing easily what others find difficult.”

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What is Talent Management…?
In an organization, there is nothing more crucial
than fitting the right employee in the right position.
Or else you would be trying to fit a square peg in a
round hole. When people do jobs that just don't suit
their liking, inclination or temperament, the results,
or rather the lack of them, will be disastrously
obvious. Low productivity, dissatisfaction, low
morale, absenteeism and other negative behavior
will become typical till the employee is shown the
door. Or perhaps, there is another option –
Talent Management.

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Benefits
The Organization Benefits
• Increased productivity and capability
• A better linkage between individuals' efforts and
business goals
• Commitment of valued employees
• Reduced turnover
• Increased bench strength and a better fit between
people's jobs
and skills

Employees benefit
• Higher motivation and commitment
• Career development
• Increased knowledge about and contribution to
company goals
• Sustained motivation and job satisfaction
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Other Important purpose:
1. Transparence about our Human Capital

2. Recognition & Development of performance and

potential

3. Long – term Competitiveness

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ome points in managing talent
1. Talents do not respond well to command and control
style
2. Talents need freedom and flexibility
3. Practice and foster a winning attitude
4. Allow participation in decision making
5. Use Talent based decision
6. Praise in public , Pan in private
7. Use total honesty
8. Focus on process not on result
9. Be a friend not a boss

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ent Management System - Overview

Talent Management System

Design Talent Friendly Design & Up gradation

Environment Of TMS

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Talent management system:
Talent management system is a process to fit a right
candidate in a right job & retention of talent.

Design Talent Friendly Environment:

Create talent friendly environment

Design & Up gradation of TMS:

Research & development of employee benefit policies

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Talent Friendly Environment
A winning organization management System has
nine element to build a talent friendly environment
where talent can be attracted and retained.
Customer Focus
SystemAnd Satisfaction Measurement System
Performance
Participative management system
Change management system
Constant Innovation system
Project team formation system
Employee development system

Human resource management system

Financial Support system

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 Talent Friendly Environment
cont….
1. Talent Satisfaction Measurement System
2. Talent Action Response System
3. Talent Management system

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Talent Friendly Environment
cont….
1. Participative management involves sharing
information with employees and involving them in
decision-making. Employees are encouraged to
run their own departments and make decisions
regarding policies and processes. It has often been
promoted as the quick cure for poor morale and
low productivity. It is not, however, appropriate in
every organization and at every level.

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2. Employees must have the skills and abilities to
participate. Employees must have the technical
background, communication skills, and intelligence
to make decisions and communicate those
decisions effectively. The organization's culture
must support employee involvement and the
issues in which employees get involved must be
relevant to them.
3. Representative participation allows workers to be
represented by a small group who actually
participate. The goal of representative
participation is to redistribute power within the
organization. Employees' interests become as
important as those interests of management and
stockholders.

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Talent Friendly Environment
cont…. System
Constant Innovation

1. Innovation Institute
2. Implement six sigma
3. Benchmarking
4. Training
5. Idea seeding and cultivation fund
6. Champion process

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 Talent Friendly Environment
cont….
1. XYZ management
2. Performance assessment and enhancement process
3. Career planning
4. Four C’s process
5. Talent scorecard

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Purpose of TMS
There are different systems in any company like HRMS
and ERP system which deal with transaction and
administration of basic human resource .

In a same way talent management system (TMS) focus

on providing strategic assistance to an accomplishment
of long term goals organization in the accomplishment
of long term goals

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Attracting talent
Good companies create a strong brand identity
with their customers and then deliver on that
promise. Great employment brands do the same,
with quantifiable and qualitative results. As a
result, the right people choose to join the
organization

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Selecting talent
Management should implement proven talent
selection systems and tools to create profiles of the
right people based on the competencies of high
performers.

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Retaining talent

In the current climate of change, it's critical to hold

onto the key people. These are the people who will
lead the organization to future success, and you can't
afford to lose them.
The cost of replacing a valued employee is enormous.
Organizations need to promote diversity and design
strategies to retain people, reward high performance
and provide opportunities for development.

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Recognizing talent
Notice what do employees do in their free time and
find out their interests. Try to discover their strengths
and interests. Also, encourage them to discover their
own latent talents

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 TMS

Recognize Retaining Selecting

Attract Talent
Talent Talent Talent

1. Compensate Talents as 1. Establish effective 1. Identify own

1. Design a talent talent before
suppliers communication and
management system cooperation hiring talent
2. Right location to attract
2. Unbiased reward and and retain Talents 2. Allow talent to create and 2. Performance
reorganization apply knowledge
3. Assign right job to right based talent tool
talent 3. Build trust on talents
3. Flexible work 3. Test based
environment and 4. Career and succession 4. Set positive & constructive
positive culture plan challenge 4. Scorecard
5. Balance age, race, 5. Performing XYZ analysis entries
4. Proper training gender, color
6. Monitor talent as assets
5. Effective and 6. Create challenging
7. Set challenging business
meaningful appraisal environment
goal
system 7. Create social bond
8. Take corrective action if
through adventure,
6. Design job for talented sports, party, contest etc
necessary
people
8. Profit sharing plan
7. Proactive visionary 9. Eliminate non working
management and people
leadership
8. Provide proper
research facility Page 24
Steps to identify talents:

1. Select a jury : who examine evidence, vote and their strengths. Jury design a
scorecard.

talent scorecard
Attributes Type of evidence self score jury score
Innate Skills
Intellectual strength
Creativity
Work hard
Work smart
Continuous learning
Passion for work
Passion for action
commited to enterprise
…………….
…………….
…………….
…………….
…………….
…………….
…………….

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Steps to identify talents cont…

2. Selecting and understanding evidence: Two objective and two subjective

evidence

Boss + 1 or 2

Talent subject Customer

Supplier

2 or 3 subordinate
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Steps to identify talents cont…

3. Self scoring : Talent should make self assessment.

4. Jury scoring : Jury gives the score to talent on evidence

5. Average scoring of jury members
6. Analyze score : score shows whether weakness or strength
7. Normalize score to common scale:

Score
Position = Scale range
Maximum count

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Steps to identify talents cont…

Super talent

9 8 7 6 5 4 3
Strong talent
Talent
Watch talent
Average
Watch for improve
Questionable talent
2 1

Weak opportunity
No talent

Normalize score to common scale

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• Talent management is a name for a human resource
program that applies to more than just computing
hours and taking care of legal aspects of employment.
Rather, talent management applies to the strategy of
recruitment and retention, compensation and
assessment and review.

• In some cases, talent management is a process

handled over multiple departments. In other cases, it
may be solely handled by human resources.

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Once the formal education is completed, people are highly
likely to be subject to an employment screening test. The
actual configuration of these types of assessment tests will
vary between employers as well as from one industry to
another. Often, the employment tests seek to not only assess
the amount of knowledge the applicant possesses, but also
what type of people skills and work habits the applicant is
likely to exhibit. In a sense, the employment screening test
also acts as a placement test, in that it will help determine if
the applicant is right for a particular position within the
company.
Assessment testing does not end once the applicant lands
that first job. Throughout the course of any career, there will
be opportunities for advancement. Often, assessment tests of
some kind are utilized to determine if the individual has the
skills and knowledge necessary to secure a promotion. One of
the benefits of these tests is that the employee can use the
results to identify areas where there is a need to broaden the
skill set and knowledge base in order to earn a promotion at a
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 Challenges solutions
Collision between talents
Talent Fusion
Not compatible with change Gross
root education
Talent development budget

Hiring and holding

Forecast return on
Replacement cost talent

Training cost

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Calculating ROT

Knowledge generated and applied

Return on talent (ROT) =
Investment in talent

Project value - project expenses

=
Investment on talent

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 Conclusion
• Talent is not a rare commodity—people are talented in many
ways: it is simply rarely released. To make talent happen,
organizations must give it strategic and holistic attention.

• It's not simply a matter of finding the "best and the

brightest," it's about creating the right fit - both for today
and tomorrow.

• A rightly managed talent turns out to be a Gold Mine. It's

inexhaustible and priceless. It will keep supplying wealth
and value to the organization.

• In turn, Management needs to realize its worth, extract it,

polish it and utilize it. Don't hoard Talent- spend it lavishly,
like a millionaire flashing his luxuries, because Talent is
Wealth!

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 References
• The Hindu (india’s national newspaper)

• What is talent and how we can measure

it, by kevin wheeler

• Talent management on wisegeek.com

• Talent management related topics.

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Thank you

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