utilizing talent

AHMED MEHAR ZUBAIRISr. System Administrator

ahmedzubairi@hotmail.com

What is “TALENT”?

What is “TALENT”?

Capabilities of doing the job by an individual over and above his normal assignments.

Why to identify the “TALENT”?

Why to identify the “TALENT”?

For the growth of organization.

To improve the productivity.

Successor planning

Personal Development

How to identify the “TALENT”?

How to identify the “TALENT”?

HOD’s recommendation.

Performance Appraisal.

By extra ordinary achievements.

How to utilize the “TALENT”?

How to utilize the “TALENT”?

A mentor is to be identified to utilize the talent.

A detailed interview is to be made including HR representative asking his aspirations.

His job role to be discussed in detail.

Growth plan of the organization is to be discussed with him, in particularly the areas of his performance and he should be invited, if he can play a better role in the same.

How to utilize the “TALENT”? Cont ……

Define growth plan of the individual.

His JD to be clearly identified and measurable targets to be given to the individual with agreed rewards.

If the target given to him is achieved over & above his assignment, a proper recognition in terms of monitoring, benefits and suitable promotions to be given as quick as possible.

How to keep the TALENT motivated?

How to keep the TALENT motivated?

Fast track promotion system to be identified & implemented.

Mentor to be given suitable reward for his role so that he takes full interest in utilizing talent.

Rewards & promotions to be announced amongst all the colleagues who work with the individuals of his performance due to which this reward is awarded.

Demonstrate the employee that company cares about them.

Retaining “TALENT”

Retaining TALENT.

A list of talent to be prepared by HR who left the organization and an interview to be organized with maximum number of individuals to identify the reason of leaving and their recommendation to adopt the strategy.

The result of the above analysis to be implemented in true sense.

Analyze exit interviews to know the reason of leaving and implement corrective actions.

Unsatisfied employee prior to their thinking of leaving the organization should have access to an identified high official to register his grievances for taking corrective actions.

Retaining TALENT. Cont……

Top management should take one-on-one interview at least once in a year to create confidence and take pro-active action in case the employee shows the sign of dissatisfaction.

Losing one talented person starts chain reaction, hence his boss should also to be made accountable of his leaving as it is a known fact that most of the employees leave the organization due to their bosses’ attitude.

The employee should have the information for the training available for his personal development.

UTILIZING TALENT ACTION PLAN

S-No

Subject Action Duration

1. Identifying TalentHR (Performance Appraisal)

HOD (Extra Ordinary Achievement)Immediate

2. Mentor HR & HOD Immediate

3. Interview HR & HOD Mid-Term

4. JD Preparation HR & HOD Immediate

5. Measurable Targets HODs Immediate

6. Fast Track Promotion HR & Consultant Mid-Term

7. Retaining Talent HR & Top Management Mid-Term

UTILIZING TALENTACTION PLAN