Human ResourcesHuman Resources

Talent Management

AdrianEnrico Anurag

Jorge

AnneCarlos

Yu

Group CGroup C

what is talent management

?

Anticipating the need of human capital and then

setting out a plan to meet it.

What are the current

responses to this

challenge?

…forecasting and

succession planning

Well, to do nothing or…

Let me explain you

how this began…

In the 90’s… the alternative to

traditional development…

outside hiring

In the 80’s… they cut positions, so

why maintaining the programs

designed to fill the ranks?

In the 1950’s…executive coaching to 360° feedback to job rotation to high potential programs

In the 1970’s…internal talent development

collapse because it could not address

the increasing uncertainties of the

market place

… there were no lay offs so there was an excess supply of

managers…

But… this doesn’t work anymore…

Long term succession plans that attempt to map out careers

years into the future.

These investments

are essentially

wasted

So what are they doing

today?

Jobs change as conditions do, so most companies

have to constantly update their plans

Succession plans create an implicit promise…

employees feel betrayed

Actual companies are

returning to the practices of

1950’s…

So what is Talent

management?

Developing employees or

creating succession

plans

Achieving specific turnover rates or

any other tactical

outcome

At the end, Talent Management exits

to support the organization

overall objectives, which in business

essentially amount to making

money.Well, lets start with what is not

Forecasting product demand

Estimating cheapest and fastest ways to manufacture products

Outsourcing processes

Ensuring timely delivering

Hiring outside

Planning to succession events

Cost –effectively developing talent

Forecasting talent needs

Supply Chain Management

Talent Management

A new way to think about Talent

Management… Supply Chain Management:

Speeding up processing time Improving

forecasts to avoid mismatches

The issues and challenges in managing an internal talent pipeline are similar to how products move through a supply chain

Reducing bottlenecks that block advancement

Capelli’s innovative approach to managing talent uses 4 operations-

based principles…

Two of them address uncertainty on the demand side…

And the other two on the supply side… lets look at them…

Talent on Demand

Talent on demand allowsEmployers to manage

talent and increase ROI, It allows

Employees to balance their interests, and it bettersSociety by continuously

developing its skills levels.

“Every talent management process in use

today was developed half a century ago. It’s time for a new

model”- Peter Cappelli -

Conclusion

AdrianEnrico Anurag

Jorge

AnneCarlos

Yu

THE END…