TALENT MANAGEMENT IN CHALLENGING TIMES AJITHKUMAR B Director, Global. Human Resources USTGlobal
Putting the pieces together… Requires a different perspective Business Needs Individual Aspirations Integrated Talent Management 2
Why Talent Management ? üCritical roles • Identify ü People Fitment • Who? • What capabilities ? ü Engagement & Retention • Predict risk • Mitigate ü Manage performance ü Talent pipeline ü Development • Prepare individual for higher responsibilities 3
Keys to effective TM Leadership buy-in and Commitment Monitor Progress Organization Strategy Assess ment Acquis ition Succession Planning Develo pment Plan Baseline framework Retenti on 4
Talent Management – Who owns it? Get Senior Management Buy-In and Commitment 5
Talent and Strategy Understand Organization’s Strategic Objectives 6
Technical and Behavioral Competencies Role Based Competency Modeling 7
Objective Assessment methodology Assessment capability Accommodate for changes Competency & Potential Assessment 8
Talent Assessment – The “UST Global” way…!
Team Assessment O E S N 3 2 1 The UST Global way…! Potential High Potential Promotable Contribute Placement issue Grow - DA New - no colour Performance Outstanding Exceed Expectations Meets Expectations Need Improvement Behaviour Role Model Effective Opportunity to improve Insert Photo here Title/Band, Name O 4 Hi. Po Title/Band, Name S 3 omo Title/Band, Name I 2 Issue Title/Band, Name S 2 Grow OOM , Lionel Messi D 4 OM, Arjen Robben C 3 GRM, Thomas Muller B 2 Direct Report Ranking: 1. David Villa 2. Tomas Muller 3. Arjen Robben 4. Lionel Messi + - Critical Position GNBS, David Villa A-1 10
Individual Development plan 70% Experience 20% Relationship 10% Training Capability and Commitment? Talent Development 11
Individual Development Plan – The “UST Global” way…! Name & Title: Org: Career Aspirations (3 - 4 years) Manager: HBSE 1) Strengths to Leverage (from the competency assessment) 2) Current Year Development Opportunities Experience - 70% (What? When? Who? ) People Relationships - 20% (What? When? Who? ) Education/Training - 10% (What? When? Who? ) 1) 2) 3) v (from the competency assessment) 12
Individual Readiness Succession Planning 13
Succession Plan – The UST Global way…! Incumbents GM OM Other company Org OOM Non-company GRM AM Diversity Candidate PM Critical Position PL (Org Owner) Gong Li John Mc. Cain Hillary Clinton Liu Lianjie Tiger Woods Condoleezza Rice Name Ready Now Gary Johnson John Doe Amy Meyers Edward Lee P. Mgmt PM, Mgr Marketing Mgr Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Rachel Ande Ready 2 -3 Yrs Name (Current Title) Name (Current Title) Name (Current Title) Ready 1 Yr Lisa Smith ED, Sales Operation Name (Current Title) Name (Current Title) Laura Chong ED, Prod Mgmt Name (Current Title) Li Wang Name (Current Title) Dir, Sales Leader Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) 14
Top Talent Plan Other company Org The UST Global way…! Positions Project Mgr Gong Li Architect John Mc. Cain Gary Johnson Business Analyst PMO Hillary Clinton Liu Lianjie Ready Now Name (Current Title) Ready 2 -3 Yrs Name (Current Title) Ready 1 Yr Name (Current Title) Business Finace GRC (Org Name (Current Title) Tiger Woods Condoleezza Rice Name (Current Title) Lisa Smith on HRBSE Diversity Owner) Amy Meyers Name (Current Title) Niche Skill Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Laura Chong Dir, Sales Leader ED, Prod Mgmt Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Name (Current Title) Li Wang 15
Acquiring key talent Talent Acquisition 16
“High Fliers” and “The Stayers” Talent Retention 17
Talent Management – The Pieces of the Puzzle… Executive leadership‘s commitment and setting the tone Accommodating change in business strategy Knowing about the Competencies and Capabilities needed Ensuring Objective Assessments 70% Experience , 20% Relationship and 10% Training Focusing on Talent pipeline with Individual Readiness Ready Now workforce Harnessing both intellect and passion
Yes it’s a challenge but Talent management can make wonders! Wrap up Slide 19 Thanks
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