TALENT

MANAGEMENT
PRESENTED TO
MM PROGRAM STUDENTS

The Talent Manifest

and
The Talent Assessment
 OBJECTIVES OF TALENT
MANAGEMENT
Research results (based on Reflection on Talent Management by CIPD London)
TO DEVELOP HIGH POTENTIAL INDIVIDUAL (67 %)
TO GROW FUTURE SENIOR MANAGERS (62 %)
TO ENABLE THE ACHIEVEMENTS OF STRATEGIC GOALS (42 %)
TO MEET FUTURE SKILLS REQUIREMENTS (38 %)
TO ATTRACT AND RECRUIT KEY STAFFS (33 %)
TO SUPPORT CHANGES (17 %)
TO ADDRESS SKILLS SHORTAGES (16 %)
TO ASSIST ORGANIZATIONAL RESOURCE PLANNING (13 %)
OTHER REASONS (2%)
(Source : Smilansky, 2006)
 Talent Manifest
 The Talent Character
 Capability in superior performance at any role
Assessing and understanding challenges
Identifying key performance (success) indicators
Defining the strategies and initiatives to achieve
Capability to execute
 Capability to manage and lead change
 Capacity and speed to learn
 Typical individual profile
 Self confidence to face changes
 Competence in communication
 Capability to convey reasons and problem solving solutions
 Focus on key success factors
 Assessing Talents
1. Assessing performance and track record
 How well the candidate performance is in all
positions and roles
 How is the performance as compared to colleagues
and objectives/targets
2. Psychological assessment
 Assessing aptitude/integrated intelligence to handle
assignment
 Assessing personality: the way to do and the way to
interact with environment and other people
 Assessing attitude: motives, direction, and level of
interest, values and perceptions.
 The psychological test tools are well developed.
 Assessing Talents
3. Knowledge and skills assessment:
 The use of knowledge and skills assessment:
Recruitment and selection process
Training needs analysis
Identifying candidates to promote
Knowing the characteristics of exceptional performers
Optimizing work force
 What to assess:
Attitude,
Knowledge, and
Skills
 Assessing Talents
Knowledge assessment structure:
Body of knowledge base
Decision making criteria
Delegating
Motivation and leadership
Managing and leading change
Teamwork
Appraisal, coaching and conseling
Time management and scheduling
Communication
Recruitment and selection
Financial
Negotiation
 Assessing Talents
4. Assessment center:
 The Dimension Or Potentials For Talents To Assess:
a. The Ability To Have A Vision And Long Term Strategy:
 Understanding the company vision
 Translating the company vision into unit strategic objectives and
programs
 Conveying the strategic objectives, initiatives and programs to
the members (employees and other stakeholder)
 Cascading strategic objectives and targets
 Convince the members (employees and other stakeholder) to
support and execute the strategic objectives, initiatives and
programs
b. The Ability To Manage Operation Effectively:
 Execution capability
 Identifying priority
 Identifying improvement opportunities
 Focus on action to serve customers/clients, and creating value
to customers and stakeholders
 Optimizing potentials of the people
Assessing Talents: Assessment center
The Dimension Or Potentials For Talents To Assess:
c. The Ability To Lead A Team:
 Know and understand the members to optimize the strengths
of each person
 Ability to determine targets of team
 Ability to motivate team and members
 Optimizing potentials of the people

d. The Ability To Co-operate With Others And Create Effective

Partnership:
 Ability to search resources to support
 Determine the roles and processes to do internally and
externally
 Searching partners to cooperate to solve the problems
 Defining win-win solutions with partners for long term
partnership
 Helping partners to improve performance
 Creating value to organization and partners
 Assessing Talents: Assessment center
The Dimension Or Potentials For Talents To Assess:
e. The Ability To Initiate And Manage Change And Innovation:
 Change is part of the life, either the initiated changes or
external/internal forces to change
 Ability to understand the needed changes and manage/lead it, be
the leader of change, not the victim
 Understanding resistance to change and how to solve resistance
 Able to use the steps to manage/lead Change
 Be patient and have the stamina
 Motivate people to innovate
 Driving the people to think out of the box to foster innovation

f. The Ability To Focus On Customers/Client And Their Needs:

 Know and listen to the customers/clients to understand their
needs, wants, requirements and expectation
 Focus to serve the customers/clients and meet their requirements
and expectations
 Different customers/clients may have different needs and wants,
with different requirements and expectations
 Create value to the customers and clients, beyond their
expectations and beyond the competitors’
 Assessing Talents
5. Assessment results integration and feedback
 Feedback to the organization to improve the talent quality
and talent management process
 Feedback to the individual for development (self
development or development programs facilitated by the
organization)
 Integrate the results af assessment (performance &
potentials) into talent pools’ data base
 Assessing Talents
6. Identifying talents and developing talent pools
 Devide the pool into 3 pools (First Pool- group of 100; second
pool – group of 500-600; and third pool – group of 100)
 Define the critical jobs’ requirements for each pool, especially
first adn second pool
 Matching the critical job requirements with the talents’ potential
(assessment results)
 Determine the alternative career opportunities for each talent (4
to 5 choices)
 Identify the strengths and weaknesses of each talent
 Determine the development programs for each talent
 Communicate the talents’ profile and the development
programs to line managers
 Assign the coach (direct supervisor) and mentor (direct
supervisor or other respectible senior manager) to each talent
 Execute the development programs and evaluate the talent’s
development progress
 Talent Retention
 Compensation and rewards management,
especially opportunity to move up faster in
career
 Long term investment in Career: competency
development and career progression,
integrated talent mangement
 Building organization commitment and
loyalty
Reference: Developing Executive Talent (Jonathan Smilansky PhD)
The HR Value Proposition (Dave Urlich & Wayne Brockbank)
Execution (Larry Bossidy & Ram Charan)