TALENT MANAGEMENT Effective and Future Strategies

1. TALENT MANAGEMENTEffective and Future Strategies By HARSHIT BHAVSAR LEAD to WIN – Discover the leader within www.leadtowin.in

2. “The thin line between dream and vision is EXECUTION” “Success is not before failure but beyond failure” “When you find a leader, follow; & When you identify a leader within, LEAD” -Harshit Bhavsar LEAD to WIN

3. Synopsis 1) Understanding Talent Management and Global Scenario 2) Talent Management – Integration Management 3) POWERHUNT – Real-life example of Integrated Talent Management 4) Building Sustainable Leadership and Futuristic Talent Management Strategy 5) Talent Acquisition, Engagement and Retention

4. Understanding Talent Management and The Global Scenario www.leadtowin.in LEAD to WIN – Discover the leader within

5. “Our assets walk out of the work place every night, and Our job is to ensure that they love coming back every morning.”

6. Understanding Talent Management & The Global Scenario TALENT “The sum of a person's ability to learn and grow” TALENT MANAGEMENT “Talent management refers to the skills of attractinghighly skilled / profitable / performingworkers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.”

7. Global Talent Scenario - Demographic shifts in the workforce Understanding Talent Management & The Global Scenario Developed Markets - Aging Workforce + Less skilled workforce = TALENT CRISIS Emerging Markets - Wage inflation and attrition Can these be an alternative labor market ? Source: U.S. Bureau of Labor Statistics

8. Global Talent Scenario - What is likely to happen? Understanding Talent Management & The Global Scenario • Automation, reengineering, innovation, high-yield based jobs in developed Markets. • Out sourcing of work from developed to emerging markets. • Companies migrating to developing countries. • Higher growth rates in emerging markets adding to demand. • Unmanaged immigration to developed countries • Technology and information penetration adding to transparency & instability • Diminished ambitions and enhanced expectations, dissatisfaction and instability. • Birth of entrepreneurial opportunities but scalability a challenge Talent Management a GLOBAL challenge: Talent Crisis • How to WIN in this environment? • 1) INNOVATION 2) MOMENTUM 3) TECHNOLOGY

9. Understanding Talent Management & The Global Scenario Why Talent Management ? • Create Strategic Recruitment Plans to attract the best talent. • Identify and develop LEADERS at all levels. • Create “great places to work” - attract & retain the best talent. • Direct the positive energy of people to the right areas.

10. Talent Management Equals Integration Management www.leadtowin.in LEAD to WIN – Discover the leader within

11. Talent Management - Integration Management Elements of Talent Management Talent Profiles and Objectives

12. Talent Management – Integration Management Key Questions for Policy Makers • Who are our top performers? • How to hire and develop more people like them? • Are there Enough of them? Crisis Management? Replacement? Business Growth? • Are we Retaining the best employees? • Where did we recruit them from? • Is there a clear Growth / Succession plan for them ? • Is there a two way Communication with them? • Do workers have the Skills needed to achieve the performance goals? • Are the Learning Initiatives positively impacting performance? • Where is the talent Demand outpacing Supply? • How much of the Turnover impacts Customers, Productivity, Innovation, Quality. • What are the Financial consequences of talent decisions on our business? • Is anyone in the Boardroom worried about the status of the “talent pool” ?

13. Talent Management – Integration Management Integrated Talent Management

14. Talent Management – Integration Management POWERHUNT What is POWERHUNT? An in-house Recruitment / Talent Management software driving over all Business Strategy with inbuilt business intelligence. Who can benefit from it? It can be used by any recruitment consulting firm as well as by the recruitment division of any organization. Its modules are custom designed based on the clients’ needs. • INNOVATION MOMENTUM TECHNOLOGY

15. Business Strategy Module – Business Parameters Input Module Organization Structure / Divisional Structure Learning and Development Industrial and Functional details with sample and live JDs Business Intelligence (Auto/Manual) Job allocation / Search / Invoicing / Payroll / Attendance / Taxation / Incentive / Revenue Sharing / Legal / mailers (thank you, confirmation, interview information etc) Transparent Performance and Compensation Management Short-term (daily) /long term / Across levels and functions Team Leader Business Analytics – Output module Short-term (daily) /long term Admin Branch Head / Product Head Business Development / Coordination Business Development – Coordination / Talent Search Finance / Admin Client Module Franchise Partners Module Central Data / CV management. Linked to main website Crisis Management Talent Search Franchise Management Talent Management – Integration Management • INNOVATION MOMENTUM TECHNOLOGY

16. Building Sustainable Leadership And Futuristic Talent Management Strategy www.leadtowin.in LEAD to WIN – Discover the leader within

17. Building Sustainable Leadership & Futuristic Talent Management Strategy Talent Management - Simplified Talent Growth Talent Management = Growth Management

18. Talent Management is about Building Sustainable Leadership & Futuristic Talent Management Strategy Talent Management - Simplified SUSTAINABLE INCLUSIVE GROWTH (Begin with the End = Well defined Business Model) INCLUSIVE VISION Organizational SYNC Individual “Developing Leaders” What do you require to implement Talent Management? People (Mindset) Processes (Practices) Technology

19. Building Sustainable Leadership & Futuristic Talent Management Strategy Key Questions for Policy Makers • Do we have enough leaders (quantity & quality) to execute ongoing and future business? • Are current Leaders accountable for the cultural strategies supporting business goals? • Is there any inbuilt mechanism to identify potential leaders across the organization early in their careers? • Do we assess our high potential talent from the leadership perspective? • Do we systematically accelerate the development of high-potential talent and improve the quality of executive leadership? • Do we focus on growing better leaders at all levels from the first line upwards? Invest in the best……Focus on the rest.

20. Traditional Talent Management Building Sustainable Leadership & Futuristic Talent Management Strategy Focus: Managing Best People Futuristic Talent Management Capability Commitment Alignment Enhanced Performance Focus: Managing Best Positions

21. Talent Acquisition, Engagement and Retention www.leadtowin.in LEAD to WIN – Discover the leader within

22. Talent Acquisition “Organizations need to get the right people on the bus and in the right seats to succeed.” “Good coaching, training, mentoring, etc., is not likely to make up for bad selection.” “Hire hard….Manage easy!” - Collins, J. (2001). Good to great.

23. Talent Acquisition Individual Organization Values Values Personality Rewards Expectations Structure Abilities Interests Culture Knowledge Management Goals Strategies Objectives Skills

24. Talent / Employee Engagement Employee Engagement is inversely proportional to stress. • Effort without distress (Engagement) • Working harder and deriving satisfaction • Distress without effort (Disengagement) • Giving up and feeling bad about it • Effort with distress (Strain) • Working harder but with fatigue and anxiety

25. What drives it? Talent / Employee Engagement Organisational Commitment Service Commitment Engagement Work & Career Commitment Job Satisfaction

26. Talent Retention Who are your competitors? Colleagues / partners within the organization looking for another job • Every partner / employee asks few key questions • Am I working for a winning organization? • Can I get my day-to-day job done effectively? • Am I treated well? • Is my work enjoyable and fulfilling?

27. Talent Retention Source : Hudson / Vlerick Hipo Research Study

28. Talent Retention Critical Elements of Attracting and Retaining TOP Talent

29. Talent Retention Inclusive Growth

30. “If you want 1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow PEOPLE.”