the future of talent development
Post on 21-Jan-2018
927 Views
Preview:
TRANSCRIPT
TALENT
DEVELOPMENT
role of HR
Presented By:Tin Zan Kyaw
President & FounderDevice Consulting Group
tzk.device@gmail.com+959 5111 758
Introduction
How does that translate into best practices of Organizational Development?
1. Engage your employees in Training Programs
2. Nurture their Skills and Competencies
3. Focus on having a High Performance Organization
4. Implement a comprehensive Talent Development Program
Talent Development is preparing your employees for current and future SUCCESS.
”Talent hits a target no one else can hit. Genius hits a target no one else can see.”- Arthur Schopenhauer
Importance of Talent Development
1. Increased Competitive Advantage
2. Rewarding Culture and Brand
3. Improved operational Efficiency
4. Financial Rewards
5. High Performing Organization
6. Employee Retention
Why is talent development important for organization?
Effective Talent Development
• Establish Talent Development Plan
• Make the most of what you have
• Target a small number of KPIs in the business
• Identify critical roles and critical talent
• Develop talent pathways and succession plans
• Focus time and energy on critical roles and people
How do we achieve effective talent development?
Performance Standards What should I be doing?
Execution Tracking How does the organization know what I’m doing?
Performance Feedback How do I know if I’m doing it right?
Answers
the
Salesman’s
Question
The Company Way The Tools
Performance Standards
Execution Tracking
Performance Feedback
Salesman Supervisor
•Performance Guides
•Sales and
Merchandising
Handbook
•Daily Performance
Report
•Record book
•Sales Performance
Board
•Development Checklist
•Sales Performance
Board
•Position Description
•Standards
•Weekly Performance
Report
•Record Book Analysis
•Sales Performance
Board
•Daily Supervision
•Team Meeting
•Daily Supervision
•Sales Performance
Board
DevelopmentHow are you dealing with your
middle and bottom performers?
AlignmentIs everyone in the company
100% aligned with the business strategy?
RetentionHave you identified top
performers and do you have a plan in place to keep them?
EngagementAre the employees fully
engaged and do they have the tools and resources to be 100%
effective doing their jobs?
TALENT
DEVELOPMENT
You have to maximize your employees’ value
There are four main areas that need to be addressed for Talent Development
Performance Improvement Arena
Development Planning Arena
“Should”
“Actual”
“Actual”
Time
Perf
orm
an
ce
IMPROVEMENT VS. DEVELOPMENT
THINKING DIFFERENTLY
Small changes to small things
a waste of time
Is This
Essential?
Small changes to big things
necessary, but frustrating
good, but need many
Big changes to big things
the key to growth
Noâ
Necessary Â
VITAL Â Â
How do we do it?High Performance Leadership means ...
Individual Practice and Mindset
Transforming the organization and aligning the people in
order to dramatically improve the business and sustain long-
term momentum
HIGH PERFORMANCE BEHAVIORS
1. Provides a clear vision
2. Thinks outside the box
3. Creates an aligned team
4. Builds a strong, empowered organization
5. Set and maintains high standards
6. Demonstrates integrity
High Performance Results (The Acid Test)
1. Dramatic change
2. Developed and empowered employees
3. Sustained momentum
4. improved competitive/financial position
What is Talent Development?
• “Talent Development is a set of integrated organizational HR
processes designed to attract, develop, motivate, and retain
productive, engaged employees.
Five Levels of Talent Development
POSITION
PERMISSION
PRODUCTION
PEOPLE DEVELOPMENT
PERSONHOOD
Production
Permission
People Development
Position
People Development
Personhood
RightsPeople follow because they have to.NOTE: Your influence will not extend beyond the lines of your job description. The longer you stay here, the higher the turnover and the lower the morale.
POSITION
Five Levels of Talent Development
Production
Permission
People DevelopmentPeople Development
Personhood
Position
Relationships
People follow because they want to.
NOTE: People will follow you beyond your
stated authority. This level allows work to be
fun.
PERMISSION
Five Levels of Talent Development
Production
Permission
People DevelopmentPeople Development
Personhood
Position
Results
People follow because of what you have
done for the organization.
NOTE: This is where success is sensed by
most people. They like you and what you are
doing. Problems are fixed with very little
effort because of momentum.
PRODUCTION
Five Levels of Talent Development
Production
Permission
People DevelopmentPeople Development
Personhood
Position
Reproduction
People follow because of what you have done
for them.
NOTE: This is where long-range growth occurs. Your
commitment to developing leaders will ensure
ongoing growth to the organization and to people.
Do whatever you can to achieve and stay on this
level.
PEOPLE DEVELOPMENT
Five Levels of Talent Development
Production
Permission
People DevelopmentPeople Development
Personhood
Position
Respect
People follow because of who you are
and what you represent.
NOTE: This step is reserved for leaders who
have spent years growing people and
organizations. Few make it. Those who do are
bigger than life.
PERSONHOOD
Five Levels of Talent Development
What is Talent?
1. A person’s abilities
2. Skills, knowledge, experience, intelligence
3. Judgment, attitude, character, drive
4. Person ability to learn and grow
Why is Talent Development Fundamental?
Improve in current role or
reassign
Improve in current role
Bad hire/ replaceImprove in
current rolereconsider
Needs Development
MeetsExpectations
ExceedsExpectationsHigh
Low High
Limited
Growth
HighPOTENTIAL
P E R F O R M A N C E
Prepare for future role
Talent Metrics
• Underperformer• On an Action Contract• Exit if no improvement
within 3-months
• Typical “Joe Average”• Little ambition• Meets basic
requirements• Same job, same role
forever!
• Over performer but not ambitions
• At end of their “stretch”• Loves their job• Future holds same type of
role, same type of team
• Underperformer• Likely to be in wrong role• Crucial Conversation• Move out of role or
manage out of business!
• Meets all targets• Some potential for
growth • Provide training &
development opportunities
• Exceeds targets• Needs greater challenge• Provide development• Give “stretch” targets
• Underperformer but loads of potential
• Definitely in wrong role • Crucial Conversation• Move out of role or your
will lose this person
• Meets all targets • Demonstrates lots of
potential – likely candidate for promotion
• Develop & coach
• Top Talent• Strong candidate for
promotion• Include in strategic
initiatives• Provide special
development
9
6
3
8
5
2
7
4
1
Lots
Little / None
Average
Low (unacceptable) Med (acceptable) High (Exceeds objectives)
PO
TEN
TIA
L
Talent Metrics
Talent Metrics
1. High-potential talent (HiPo)
2. Candidate reactions
3. Employee engagement and retention
4. External hiring versus internal
5. High-performer turnover rate
1. BrandReputationBrandCorporate responsibility
2. LeadershipHigh Performance leadershipSenior leadership
3. PerformanceCareer opportunitiesLearning and developmentPerformance managementPeople managementRewards and recognition
4. The WorkCollaborationEmpowerment/autonomyWork tasks
5. The BasicsBenefitsJob securitySafetyWork environmentWork/life balance
6. Company PracticesCommunicationCustomer focusDiversity and inclusionEnabling infrastructureTalent and staffing
Fou
nd
atio
nD
iffe
ren
tiat
ors
Leadership
PerformanceBrand
CompanyPractices
The Work
The Basics
Engagement DriversEngagement
OutcomesBusiness
Outcomes
Say
Stay
Strive
1. TalentRetentionAbsenteeismWellness
2. OperationalProductivitySafety
3. CustomerSatisfactionNPSRetention
4. FinancialRevenue/sales growthOp. income/marginTotal shareholder return
Employee Engagement
The
Work Experience
Employee Engagement
Marry
Heart & Body
Relationship
Heart & Love
Copy and Development
Save Time, Money and Stress By Involving Us As You Shape Your Concepts, Creative and Claims So That Once Your Ad Is Ready, The Clearance Process Is As Smooth As Possible.
Benefits of Talent Development
1. Right person in the right Job
2. Retaining the top talent
3. Better hiring
4. Understanding employees better
5. Better professional development decisions
Doing easily what others find difficult is talent; doing what is impossible for talent is genius.- Henri Frederic Amiel
When it’s easy to make money, you have no incentive to think about development of talent.- Malcolm Gladwell
“ … companies define talent development largely as consisting of succession planning, high potential
identification and development, assessment and feedback, and career
planning/ development.”
Harvard Business Review
Career Plan & Opportunity
Assistant Mgr.
Store Manager
Asst. Area Mgr.
Area Manager
Dept. Manager
Dept. Manager
General Manager
Salesman
Systematic Approach to Talent Development
Talent Development Talent DevelopmentTalent Performance
Management
Succession Needs Analysis
Succession PlanningSuccessor
Performance Management
Talent Management Framework
Succession Management Framework
System Review and Improvement
System Review and Improvement
Talent Development Cycle
Company Talent
3 Types of EmployeesThose who know what is happening
– Educated, but not experience and skills
Those who don’t know what is happening
– No Education, experience and skills
Those who makes things happen
– Education, Experience and Skills
7 Biggest Challenges for Talent Chief
1.
Talent
Acquisition
2.
Career
Planning
3.
Employee
Engagement
4.
Talent
Retention
5.
Managing
Critical
Workforce
6.
Compensation
Package
7.
Leadership
Development
Top Workforce Challenges related to Talent Development
1. Attracting and retaining skilled professional workers
2. Developing manager capability
3. Retaining high performers
4. Developing succession pool depth
5. Addressing shortages of management or leadership talent
Critical Talent !!!
1. Experience
2. Knowledge
3. Education
4. Skills
5. Competency
Defines Talent as innate ability, aptitude, or faculty, especially when unspecified; above average ability
Talent !!!
talent is....... some combination of a sharp strategic mind, leadership ability, emotional maturity, communications skills, the ability to attract and inspire other talented people, entrepreneurial instincts, functional skills and the ability to deliver results
Talent DevelopmentTalent Development
– Concerned with enhancing the attraction, long-term development, and retention of key human resources
Effective Talent Development
Right People
Right Capabilities
Right Time
Right Place
“ Talent ” refers to
• individuals who have the capability to make a significant
difference to the current and future performance of the
company
Persona High Potential / Low Performance
High Potential / Medium Performance
High Potential / High Performance
Medium Potential / Low Performance
Medium Potential / Medium Performance
Medium Potential / High Performance
Low Potential / Low Performance
Low Potential / Medium Performance
Low Potential / High Performance
Talent Development Process
1. Workplace Planning
2. Talent Gap Analysis
3. Recruiting
4. Staffing
5. Education and Development
6. Retention
7. Talent review
8. Succession planning
ACQUISITION STEPS RESULTS
• Recruiting• Selection
• Training• Career planning• Succession
planning• Development• Performance
management
• Management talent
• Key job talent• Retention
Integrating the Four Key Elements of Talent Development
– Plan
Attract
Recruit
Assess Perform
– Develop
Retain
Challenges Facing Talent
Person - Job - FitPerson - Organization - Fit
Leaders are “seemingly ordinary people quietly producing extra ordinary results.”- James C. Collins
• Credible
• Respectful
• Approachable
• Team Player
• Highly Professional
Leader of the Future
1. Character
2. Courage
3. Communication
4. Collaboration
5. Compassion
6. Contribution
Recruitment
Coaching &
Mentoring
Human Asset Profiles
Career Development Plans
Core Values
Core Competencies
PerformanceImprovement
SelectionHuman Capital Strategy
Performance Management
Revenue Per Employee
Cost Per Employee
Profit Per Employee
10 Things That Require Zero Talent
1. Being on time
2. Work ethic
3. Effort
4. Body language
5. Energy
6. Attitude
7. Passion
8. Being Coachable
9. Doing Extra
10. Being prepared
Zero Talent Outages. Succession Not
Replacement. Becoming a Talent
Machine.
Thank You
Presented By:U Tin Zan KyawPresident & FounderDevice Consulting Grouptzk.device@gmail.com+959 5111 758
top related