Talent management and how to develop skills &

Talent management and how to develop skills &

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  TALENT MANAGEMENT ANDHOW TO DEVELOP SKILLS & ABILITIES OF POTENTIAL STAFF Presented by Nyein Chan Aung 22nd May, 2017 1
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  CONTENT 1. Introduction 2. Whatis Talent Management? 3. Why Talent Management is important for organization? 4. What Processes Are Part of a Talent Management System? 5. How to develop skills and abilities of potential staff? 6. Creating Employee Development Plans 7. Training and Development Program 8. Evaluation & Appraise 9. Summary 2
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  Introduction Talent management isan organization's commitment to recruit, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees. Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs. ... Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. 3
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  What is TalentManagement? Talent Management represents organizations’ efforts to attract, develop, engage and retain skilled and valuable employees. Its goal is to have people with the capabilities, commitment and behaviors needed for current and future organizational success. 4
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  • The rightpeople, in the right role, with the right values to meet the needs of organization • With access to the right opportunities, exposure, stretch and development to ensure consistent high performance & reach their potential. • Whether this be in their current role, or for a future role. 1. Recruiting talent 2. Developing and retaining talent 3. Deploying talent 4. Succession planning This means ... 5
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  Why Talent Managementis important for organizations? “Talent management is a set of integrated organizational workforce processes designed to attract, develop, motivate and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives.” The staff of an organization is its most valuable asset; managing, nurturing and keeping staff engaged and motivated is key to an organization’s ability to provide high-quality care. This requires the development of a talent management strategy, which must be related to the organization’s vision and strategic objectives, be implemented in daily processes throughout the organization as a whole and – most importantly – be explicit about how human capital is valued. In short, successful talent management is an ethos – part of ‘how we do things around here’ – and is core to developing a safe, compassionate culture. 6
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  What processes arepart of a talent management system? You can include the following systems when you approach talent management as your overall business strategy to recruit and retain talented employees. • Recruitment planning meeting • Job description development • Job post writing and recruiting location placement for the posting • Application materials review • Phone or online screening interview • In-house interviews that can involve multiple meetings with many of your current employees • Credential review and background checking • Making the job offer to the selected person • Agreeing on the amount of the offer • Employee starting day and onboarding process • New employee welcome information and introductions • On-the-job training • Goal setting and feedback • Coaching and relationship building by the manager • Formal feedback systems such as performance management or an appraisal process • Ongoing employee development • Career planning and pathing • Promotions, transfers • Employment termination by choice of the employee or cause by the employer 7
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  As stated, themajority of these work systems are squarely in the hands of the employee's manager. HR can provide support, training, and backup but the day-to-day interactions, that ensure the new employee's success come from the manager. Developing and coaching the employee come from his or her active, daily interaction with the manager. HR can take the lead in some of the activities you see on this list, especially in recruiting and selecting new employees, and in the case of an employment termination. HR is also deeply involved in the performance management system, career planning, and so forth leading the development of the systems. 8
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  9 How to developskills and abilities of potential staffs? 1. Communication Skills (Listening, Speaking & Writing) 2. Analytical & Research Skills 3. Flexibility & Adaptability 4. Interpersonal Ability 5. Ability to Make Decision and Solve problems 6. Ability to Plan, Organize and Priorities Work 7. Ability to Wear Multiple Hats 8. Leadership & Management Skills 9. Attention to Detail 10. Self-Confidence 11. Public Speaking 12. Tactfulness 13. Creativity 14. Ethics & Integrity 15. Strong Work Ethics 16. Ability to Accept and Learn from Criticism 17. Sales and Marketing 18. Computer and Electronic Skills 19. Mathematics 20. Programming
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  10 Creating Employee DevelopmentPlan Generally, there are five step include…  Consider your Organization Goals  Talk to your Employees  Decide What Skills your Employee Need  Create an Action Plan  Apply the new Skills in the Workplace Set up some opportunities where your employees can quickly apply the new skills to the job and get feedback. This will help them reinforce and refine their new skills. If they don’t use the new knowledge when it’s fresh, they’re likely to lose it.  Creating a development program not only helps you make your workforce more effective and knowledgeable, but you can also improve employee satisfaction. And when your employees are happy, they’re less likely to go looking for work elsewhere.
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  11 Training And DevelopmentProgramme “ Training is not cost, Training is investment!” Training and Development is support to Talent Management as major role. And then, We need to develop skills and abilities of our potential staff, we must consider the training and development programme and career development programme.
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  12 How to developa training programme? Developing A Training Programme (7) Step 1. Determine “Needs” for Training 2. Translate “Needs” to “Objectives” 3. Formulate “ the Budget” 4. Select “Trainee” 5. Choose “Training Method” 6. Select “ Trainer” 7. Determine “Evaluation Procedure”
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  13 How to developa training programme? 1. Needs Organization Needs • Level of skill needed • JD/JS The gap between organizational needs and present qualifications. 2. Translate “Needs” to “ Objectives” • Number of staff • Period • Content of training
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  14 How to developa training programme? 3. Formulate the Budget • Budget constraint • Cost • Trainer wages • Materials • Travel (Transportation expenses) • Meals • Rent Training Room
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  15 How to developa training programme? 4. Select Trainees • Important Decision • Right training to the right people. • High performance • Full of interest
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  16 How to developa training programme? 5. Choose Training Method • On job training - Classroom training - Simulation training • Apprentice training • Pre-employment training • Off the job training
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  17 How to developa training programme? 6. Select Trainer • Inhouse trainer (Staff trainer) - the best worker as staff trainer • Contract trainer • Evaluate carefully (Before hiring)
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  18 How to developa training programme? / Evaluation. 7. Determine Evaluation Procedures • Effectiveness • Successful • At the end of the training, task for exam, questionnaire, etc.,
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  19 Summary Career development effectto increase the organization’s present and future ability to meet its goals by providing educational and developmental experiences for all employee above and beyond the technical requirement of the job
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