TALENT MANAGEMENT

Dr. Jammaree Na Bangxang

Department of Psychiatry
Rajavithi Hospital
What is Talent ?

Influence
Strategic Change
with
visioning Agent
others

Self
System Human
developm
thinking relation
ent

Result-
oriented

Reference: HR department , Praram 9 Hospital

 Competency
model

eference: http://www.slideshare.net/mubeena/competencybased-training-and-development
est practice for talent management

You must know what youre

looking forthe role of Success P
rofiles : Competencies Personal
Attributes, Knowledge, Experien
ce
The talent pipeline is only as
strong as its weakest link.

ce: http://www.ddiworld.com/DDI/media/white-papers/ninebestpracticetalentmanagement_wp_ddi.pdf?e
est practice for talent management
Potential, performance and readiness
are not the same thing.
Talent management is more about the
hows than the whats. : Communicat
ion, Accountability, Skill , Alignment, Me
asurement
Software does not equal talent
management.

ce: http://www.ddiworld.com/DDI/media/white-papers/ninebestpracticetalentmanagement_wp_ddi.pdf?
 :
TALENT
alent management system
Talent Star
High performance High performance
High potential

Muti-skill

Talent management
system
Workforce planning : Talent

HRD

Recruitme
PMS Compensation Employee
Good nt & Relation
Governan
Selection
& benefit
ce

Individual Career development plan ** Fast track

Performance agreement :

HRIS
Talent management
system
Hi potential =

HRD
6

Recruitm
ent &
Selectio Compensation Employee
Good
Governan n PMS & benefit
Relation

ce



Career Development

HRIS
 :

TALENT
Talent management
system
Workforce planning
HRD
Coaching 20%
Training 10%

Recruitme
Good nt & PMS Compensation Employee
Relation
Governan
ce Selection & benefit

Career Development Competency gap** 70

,
, %

HRIS
Talent management
system
Workforce planning Talent :
National Significant
Professional, Innovative
Core Competency =
mind Skill + Knowledge
HRD SRJ Project + Attitude
1. competency : Core competency -> RJ spirits S teak holder&
patient focused
2. Conceptual thinking ,Apply -> LeadershipP ersonal mastery
+ Management Skill I nnovative
minded
R espect seniority
Recruitme & family value
Compensation I ntegrity
Employee
Good nt & T eamwork &
Governan PMS & benefit Relation

ce Selection networking
. ?........ S ynergy

Career

: Letter of
Development : Project
intend

HRIS
TMS in Rajavithi Hospital
Core Competency = Skill
+ Knowledge + Attitude
Career S teak holder& patient
path focused
P ersonal mastery
I nnovative minded
R espect seniority &
family value
I ntegrity
TALENT T eamwork &
Change networking
S ynergy
Agent
F1, SRJ
Role
Rewar Model RJ
SPIRITS
d!
Model for TMS in Rajavithi
Hospital
Workforce planning Talent :
National Significant Professional, Innovative
mind
HRD SRJ Project Conceptual thinking ,Apply

Quick win project (Model)

Recruitme Compensation
Employee
Good nt & & benefit
Governan PMS ,
Relation

ce Selection
Reward

Career
Development : SRJ Project

SRJ as Role Model of RJ spirit

HRIS
TMS for Rajavithi Hospital:
Tools
Talent pipeline
Develop Tools to evaluate and build
up professional managerial skill*
* : strength + self development
 Top 10 Skill

Reference: Future of Jobs report, World Economic Forum

 Reference
Slide 9-15

http://www.ocsc.go.th
/ocsc/th/files/HiPPS/2556/SWU%20Pr
oject/Project_HiPPS_SWU_1_21052013
.pdf