a tri vision talent management perform a 07 1194524239418993 1

8/8/2019 A Tri Vision Talent Management Perform a 07 1194524239418993 1

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Diawww.atrivision.com 1Talent Management


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Talent Mana ement: h e or necessit

Creatin sustainablealignment between

or anizations and their human talent

Onno de Vries

Performa 2007


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PROPOSITION

Talent Management is not about employees!

Diawww.atrivision.comTalent Management 3


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In 2011: 75 million vacancies (US/EUR)

The Challenges

uppy s or age n e a or mar e Knowledge workers needed in the Knowledge Economy More recruitment effort doesnt pay off Sense of Urgency, but no action How to handle the challenges

Talent Management as an integrated approach: create



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It is about the individual employee

What is Talent Management?

It is about development and deployment of talent It focuses on fundamental career issues

Know, Grow, Flow

But, what is the definition?



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Talent Management approach depends on job type

Low dynamics High dynamics

High complexity EffectivenessCreativity

FlexibilityCreativity

Silver collar work Gold collar work

Low complexit EfficiencyEffectiveness

EfficiencyFlexibility

Blue collar work White collar work

Source: Schoemaker, 1999

Diawww.atrivision.comMichiel Schoemaker / 18oktober 2006

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And on who ou want to be

Social ResponsibilityEuropean Approach

e me en erpr se

Talent developmentLeadershi develo ment

oc e a en erpr se

Talent managementMana ement Develo ment n

Career developmentTalent Development Plan Organization DevelopmentPersonnel Development Plan

a l

o r

i e n

t a

t i

r o u p or i e

Learning enterprise

Human Performance Improvement

Market-oriented enterprise

Result Management I n d i v i d

u t a t i on

Source: Dr. T van Aken

Performance DevelopmentPersonal Development Plan

Competency ManagementCompetency Development Plan

Profit Orientation


Anglo-American Approach


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Talent Management Interventions

Business

Improving Business Resultsthrough Goal Alignment

Value

through Pay for Performance

Improving LeadershipPipeline through

usExecDriver

Increasing Engagement &Retention through

Succession Planning

Increasing Performancethrough Development

ODDriver

AutomatingPerformance

Developing StandardRating Model

Competency Model

HRDriver


Appraisals

Copyright 2006 Bersin & Associates. All rights reserved.


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Strategyr une s on

Learning &Development

Technology

Strategy: having a clear strategy that is translated into talent management. L&D: offering life long learning balancing personal and organization needs. Technology: deploy adequate technology to facilitate the processes in an efficient and

effective wa leadin to mana ement information for steerin talent mana ement.

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What is the direction of our organization?

STEP 1: Strategy

a aen o we nee o acqure o suppor our s raegy

TalentRequirements

StrategicGoals



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Assessment of Talent

STEP 2: Learning & Development

Existin earnng eveopmen employees

TalentRequirements

Strategic

Assessement

Development

Goals


New Recruits


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STEP 3: Technology



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IT doesnt matter: garbage in is garbage out!

ec no ogy a s

eep t smpe stup Technology doesnt replace human interaction

Establish a business case + ROI analysis (determine KPIs) Determine your management information needs Select proven and standard technolog

Get some help from an experienced partner

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An integrated Talent Management

Conclusions

organizations

It is all about employee selection,

development and allocation. It is about balancing individual passion.

Room for Learning & Development is key

for success in Talent Management It is not an HR responsibility, it is a

business responsibility.



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Visit us at booth A202

More information?

emo o um o a ys ems or aen anagemen Free booklet: Talent Management for Dummies


a tri vision talent management perform a 07 1194524239418993 1

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