Talent Management

Iulia DanMarcin KielarKamila HarasikRegep IasminGhizdaveanu Flavia

Bosch Company:Training Coordinator:Cristina ConstantinescuRecruitment Specialist:Marcela SumanariuAll rights reserved

Summary:

1. Definitions of Talent Management

2. Case study – Bosch Company3. Case study main objectives4. Conclusions

The tipical definition

Talent Management is a strategy to attract, select, develop, and retain key talented employees in

key positions in order to achieve the goals of the

organization.Sources: Bosch Company materials

Talent Managem

ent

Find the right

person (value) for the right

place

Important skills for the job

More than skills -

qualifications,

personalityManage the

strenghts of

employees

Innovation process

Personal satisfactio

n

Resolutions to be more

competetive for the company

Answers the needs

and questions

of the company

and employees

as well

Our team definition of TM

TM in reality – Case study

As we notice in Bosch Company HR department implements Talent Management policy of whole organization in practice.

Their main aims are:To align individual’s career aspirations or goals with the organisation To offer a framework and support to employees who are identified to have the potential to assume positions of higher responsibility within the company

From all 6 steps from general key process of Talent Management, the firm choose and put more attention to the 3 stages.

1. Selection and recruitment They select people that want to

perform That have the potential That pass the examinations (recruit)2. Prepare and train. They offer: Technical support Solution to employee needs Motivation

3. Perform and retain Through those programs they are

looking for people to perform they skills and at the same time perform the Company goals

They offer the opportunity to evaluate the employees from the base of the organization

They also offer courses for free which can be use inside but even outside the organization

Managers point of view

By evaluating employees Bosch identify talents (people with high potential).

Employees‘ evaluations concern two major areas of measurement:performance on the job – evaluated in MAG process potential for development – evaluated in MEG & MED processes

The support element is performance review discussion (MAG) has the purpose to:continuously improve/maintain the necessary competencies to be successful in the current job the workers agreed provide feedback to employees about their performance on the jobfoster the open dialogue between supervisor and associate as base for successful cooperation.

Workers point of viewThe big advantage for the emplyees is opportunity

to start their co-operation with Bosch even if they don’t have a job experience. For employees it is the chance to make a first step in their real proffesional career.

Thanks to MAD, MED programs, they could discover their skills.

The training programs helps workers to develop talents and gain new aims.

82% of employees be already trained73% of them are satisfated

Case study objectives:

1. What is the most important for the company - finding right people or develop talents?

2. Why Talent Management system doesn’t work in some cases?

What is the most important for company?

The most important for the company is to find the right people.

Why?Because the people that have

potential can be trained, but you can not get perfomance from trained people that don’t have skills and motivation.

Why Talent Management system doesn’t work in some cases?

Company all the time implementes many new programs and product lines, because of that workers knowledge update very fast.; they have to learn new information very fast so not all of them handle this

If Bosch hires only a few people with skills they need in the call centre department and they are from other countries, the firm cannot promote them, because they have problems with replacing them

Conclusions:Talent Management is already implemented in

the company and it has good perspectives in the near future

Company will implement a new program - job rotation, which can be a usefull opportunity for employees to find the most suitable job for their abilities

The employees have the freedom of choice if they want to develop their skills or not

The company invests in young potential people and retain skilled employees in order to ensure the new comers will evoluate in the company interest.

What is more…Workers get big support from the

company to develop themselfs by participating in free courses. This is in both interests:company and employees .

Company provides the opportunity of communication with the international enviroment by using other language during the time of working, co-operate with people from the whole world

Thank you for your attention