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Relation between HRM & TM
Jay Jamrog commented:
"Understanding what the most importantcomponents of talent
management are can
go a long way toward helping organizationsintegrate the concept
into their cultures andother human capital processes. Clearly, it's
alot easier to manage something well if you
know what you're trying to manage."
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PRIMARY COMPONENTS FORINTEGRATED TM INITIATIVE
leadership development
career planning
development of high-potentialemployees
performance management
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TM initiative Contd....
Succession planning
Learning and training
Competency management
Retention
Professional development
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Chinese proverb
When winds of change blow, some people buildwalls and other
build windmills.
Interpretation
In the backdrop of SWOT analysis talentedpeople are better
catcher of opportunity
Opportunities are often short lived, so Talented
person will never let it go. It require a right kind of work
place to do what
one wants to do or achieve
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TM current scenario
Global abundance of talent but local scarcity
In west more older retiring people and lessyounger people in
workforce
Nurturing and developing talent is everybody'sconcern in any
oragniaztion
Need for more diverse and remote or even
virtual workforce is required
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HRM practices reward TM
To value the knowledge worker
To adequately reward Talented persons bothmonetarily and with
other attractive incentives
Retaining such individuals is essential andgood for the long
term development of theorganization
Recognition is more bigger need of Talented orKnowledge worker
as compared to monetary
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Case of Accenture
Accenture is global management consulting,technology services
and outsourcing company(Revenue US$ 19.70 billion)
IT, system integeration, BPO, consulting etc. 150 locations, 50
countries, HQ New York,
Five main operating groups are;
Communication & high technology, financialservices,
government, products and resources
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Core values at Accenture
Exceptional Talent
Continuous Learning
High-quality work
A Collaborative approach
Entrepreunal spirit
Diverse workforce
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Core practices
Best people with the right skills for Accentureclients anywhere
all over the world
An up or out culture people have a choice to
flourish, grow and innovate Success at managing Talent
Total team contribution is counted for success
but individuals are never underestimated People can move up
quicker on better
performance
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Talent Dimensions
Size of Talent pool is enormous
Entry criteria
Decision process
Permanency of Definition of Talent
Recruitment as a source ofTalent
Transparency in its functioning
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Developing Talent
Developmental Path
Developmental Focus
Support
Influence on career
Connected converastions
Organizational values Risk (perception)
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Structure & system to support TM
Performance mangement
TM Process
Use of Technology
System flexibility
Ownership of Talent
Respect and Recognition for Talented orKnowledge worker
