testimonials - talent management

8/8/2019 Testimonials - Talent Management

1/30

1

Testimonials This Pagewill be added on in the

future For Now TalentManagement Our

Experience inMAS-TRAC


2/30

2

Why in MAS-TRAC ?

Talent immigration (Both local and

expatriate employees are attracted by our

local competitors and from theneighboring countries).

Expected boom in the local job market inview of major projects


3/30

3

Develop

Deploy Connect

CommitmentCapability

ManagePerformance

Alignment

Attract

Retain

Talent Management Process


4/30

4

MAS-TRAC Definition

Attract, develop, motivate and

retain the talent that our customers

Need.


5/30

5

MAS-TRAC Focus

- Make the Attraction and Retention of talents

-Creation of a Pool ofCommitted and

Competent workforce- Create the Notion of Best Place to work

- Plus Notion of Equal Opportunity

Employer

- Also Notion of Employer ofChoice


6/30

6

Develop

Deploy Connect


ManagePerformance

Alignment

AttractAttract

Retain



7/30

7

MAS-TRAC Attraction

Strategies Develop the Employer branding Creation of brandimage of the organization for perspective employees,

Creating a Great Place to Work; Employer of

choice and Equal Opportunity Employer

Develop Professional and Ethical Recruitment

process

Develop Pragmatic Selection methods Introduction to the organization (Ambassador of the

organization)

Reduce Attrition from the organization


8/30

8

MAS-TRAC Employer branding

Employee to believe that organisation is:

is transparent, fair, helpful and concerned

offers opportunities for growth career growth has work-life balance

has pro-active leadership

has a range of management practices that help staff

feel valued, productive and listened to effective employee development programs

benchmarks its approaches


9/30

9

MAS-TRACRecruitment process

Defining the requirements.( Scientific Human

Resource Planning - HRP)

A

ttracting candidates. MAS-TRACModes of attraction.

Advertising.

E-recruitment.

Outsourcing recruitment.

Visit campuses of education and training establishments.

Scientific selection process.


10/30

10

Develop

Deploy Connect


ManagePerformance

Alignment

Attract Retain



11/30

11

MAS-TRAC Development

Strategy Identification of ourCustomers required skills.

Active Management of Learning.

Equipping employees with skills, knowledge and competencesrequired to undertake current and future tasks required by theorganization to attain its goals.

(Skill gap bridging)

Developing Intellectual Capital to meet present and futureneeds as the human capital of an organization is a major sourceof competitive advantage.


12/30

12

DEVELOPMENT IMPACT

10% 20% 70%

Training

Work shops

E-learning

Development in

role

Leadership

Co-workers

Transfer of

Learning

Development ofLearning culture

workplace

learning

Projects

Stretch

assignments Role

enlargement

Job change

Feedback

Coaching

Mentoring

Training-based Experienced-basedRelationship-based


13/30

13

MAS-TRAC Training Policies

Systematic training Training Needs Analysis (TNA) competency based

On-the-Job-Training (OJT)

Types of training

IT Skills

Management Development Training Programmes Interpersonal skills, example Leadership, Team Building and Group

Dynamics

Personal skills, example Assertiveness, Coaching, Mentoring, Guidance,Advising, Communicating and Time Management

Training in organisational procedures or practices, example induction,

health and safety, performance management E-learning


14/30

14

MAS-TRAC Career Planning

That translates into:

Individual Career development

programs (IDP) Management Development

Programmes

CareerCounseling, Guidance,

Advising and Mentoring programs


15/30

15

Deploy

That translates into

Maximum utilisation ofcapability

Optimum alignment and

engagement with thebusiness.

Improved performance andcommitment.

Develop

DeployDeploy Connect


ManagePerformance

Alignment


16/30

16

Develop

DeployConnect


Manage

Performance

Alignment

Attract Retain



17/30

17

Connect

Building effective relationships with people by:

Treating them fairly institutionalisation of

process and procedures. Recognizing their value & contribution

Giving them a voice, listening to them andempowering them.

Providing growth opportunitiesThus achieving Talent Engagement

Ensuring people are committed to their work and

organisation


18/30

18

MAS-TRAC PAS - Performance

Appraisal System (Performance)

Building relationships with people.

Identifying talent and potential.

Planning learning & development activities.

Making most of the talent possessed by people.

Increasing the motivation level by positive

feedback and recognition. Line managers to carry out RiskAnalysis of key

staff to assess the likelihood of their leaving


19/30

19

MAS-TRAC Total Reward

Financial and Non financial rewards

Paying competitive rates

Loyalty bonuses orGolden Handcuffs Retention bonus

Variable pay

Pension Scheme

Results in employing and retaining talented employees

Annual survey

Employee Satisfaction (Climate) Surveys.


20/30

20

MAS-TRAC Career Management

Shaping the progression of individuals within theorganisation with reference to:

Organisational needs

Employee success profiles

Performance potential Preference of individuals

Succession planning


21/30

21

MAS-TRAC Career Management

Develop Assessment and Development Centres

High Flyer Development Schemes

Dealing with Plateaued Manager- got so far butcannot get further

Dealing with Rising stars on the wane- reshape theircareers


22/30

22

Develop

Deploy Connect


Manage

Performance

Alignment

Attract Retain



23/30

23

MAS-TRAC Retention Strategies

Maintain Company Image.

Initiate Recruitment, Selection and Development.

Leadership the maxim - Employees join companiesand Leave Managers.

Learning opportunities Engagement

Performance recognition and rewards.

Individual and independent projects.

Individual contribution.


24/30

24

MAS-TRAC Retention Strategies

Factors affecting retention strategies:

Early career employees ( under 30 years)- Career

advancement

Mid career employees ( 31 to 50 years)- Ability tomanage careers and Job satisfaction

Late career employees ( over 50 years)-Security


25/30

25

Which talent within ourCustomer to be targeted and where

are they located. (Criteria for selection)

Identification of talented employees needs, expectations and

aspirations. Ideal team composition at all levels.

Creation of brand image of the organization.

Build a long term recruiting strategy.

Robust recruitment process.

MAS-TRAC Outcomes


26/30

26

Revamp introduction to and release from organization process.

Proactive leadership at senior management level, manager level and

supervisory level.

Supervisors proactively promote and push talent.

Robust attraction policy.

Robust retention policy.

Career management policy.

Succession planning.

Risk analysis strategy of key employees. (Leaving loss on business -

cost of replacement)

Outcomes


27/30

27

Robust performance management process to make surethat potential is unleashed and not blocked.

Robust total reward management policies.

Selection and promotion procedures.

Not to promote people into positions that they are not

ready for High failure rate.

Promote cross functional moves.

Outcomes


28/30

28

To achieve talent engagement formulate policies and

build effective relationships with employees by :

Treating them fairly, helpfully, transparently and

addressing their concerns.

Recognizing their value and contribution. Giving them a voice.

Providing growth opportunities.

Train managers and team leaders to appreciate the

contribution of their employees. (People often leavetheir managers rather than their organization)

Outcomes


29/30

29

Create learning organization.

Robust learning and development strategy and

policies. ( Covering Learning, Education,

Development and training)

Job analyses and Competency design.

Robust retention strategies.

Strengthening the talent pool by investing in Aplayers developing B players and acting decisively

on C players.

Outcomes


30/30

30

Create a pool of committed and

competent workforce.

Notion of Best great place to work.

Notion of Employer of choice.

Notion of Equal Opportunity

Employer

Outcomes

testimonials - talent management

Documents