1 / 10

Talent supply

Talent supply. The Talent Environment. Externally Limited Talent market Competency gap of typical university graduates Migrating for greener pastures is still on Post war economic growth – new entrants & local expansions CTC talent in high demand Better choice for prospective employees

yetta
Download Presentation

Talent supply

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Talent supply

  2. The Talent Environment Externally • Limited Talent market • Competency gap of typical university graduates • Migrating for greener pastures is still on • Post war economic growth – new entrants & local expansions • CTC talent in high demand • Better choice for prospective employees • Limited number of channels to be present outside • Tobacco stigma has started playing a role • Industry limitation narrows the reach

  3. The Transition – Business Partner to Business Driver An HR Professional An Account Manager An Employee Champion • Talent management: • Workforce planning • Succession / career planning /TRMs; • Input and accuracy of Talent systems (TalenT) • Performance management • Selection, hiring & on-boarding • People processes / cycle: • Implement HR policies and procedures / end to end yearly HR cycle • Coach and advise line managers on HR processes • Accountable for headcount & labour cost • Is embedded in the business - forms part of the business team • Proactivelyanticipate needs BEFORE problems arise • Identifyopportunitiesto improve support to customer’s activities • Define HR priorities in line with business strategy • Drive/facilitatecollective leadership team journeys • IR/ER: Consult and negotiate with employee bodies/unions • Mediate conflicts / works with dedicated IR/ER manager (if role exists) ; Deal with complex employee issues • Drive/lead BU level change programmes ( e.g. culture change) • Develop localchange capability • Engagement: Monitoring and acting on employee ‘pulse’ and trends

  4. Focused key initiatives Stronger talent supply to BAT Focused MCR & MT intakes Robust Talent Dev agenda Retention thru engagement • Varied and focused development interventions covering a wider group • Reinforce the message of “CTC commitment for development” • Targeted mid career recruitments filling the key gaps • Accelerated development of Key talent through stretched roles • Drive Employee Engagement action plans to create a winning culture • Cross functional and informal activities to create value and drive energy. S&OP Approach to HR BAU + Key Initiatives

  5. KEY PROCESSES

  6. Recruitment Planning • Understanding business direction & impact on talent • Understanding the future talent needs & competencies • Analyse the gap : Current Vs Future • Development of strategies to address the key gaps • Implentation of strategies (Succession plans / Development palns)

  7. Sourcing & Recruitment • Hire for “potential” • Hiring decision to be made on hi-po rather than job fit • Recruitment governance model • Recruitment Checklist • Headcount approval ; Appointment Approval framework • Leadership Competency framework • Assessment Guidelines • Key Metrics in place • Hiring Capabilities of Line Managers • License to hire

  8. Onboarding & Orientation • Proactive • Before joining • Online Induction website • During 01st week • Formal Onboarding framework • Before 3 months • Buddy Assignment • Ongoing coaching & support during • first 90 days

  9. So, what were the hurdles we faced? • Change in Line Manager mindset • Fit for current job Vs potential • Identifying what is “potential” • Change in mindset of HR professionals

  10. Thank you

More Related