Talent and knowledge
management
Talent Management –Engine of new
economy
Dilory and Hilory
Company : Cheese Company: Sugar
Hilory
Dilory
he used to work at an organization where
he was working in a good organization named “Cheese” he was a super enthusiast and great at his work
.. he wasn’t very good at his job… but he was enthusisatic but his organization was not very structured & clear
about their goals
Cheese and Sugar
Cheese Sugar
• Enthusiastic but not efficient • No proper L&D and
• Designed- framework ‘Trap’ performance management were
(divide employee as per planned
knowledge and skills) great employees
lacked behind
and left the
Proper company
training
Cheese helped
to employee
growth
So many great employees left the organization and those stayed were not upskilled to
cope up with the latest changes in the business world. It leads the organization to the
downfall and eventually a huge loss.
Now let’s get to understand
through concepts………
The main purpose of any business is to sustain in the long run and
make profits.
“Talent management is an organization's process to recruit, hire,
develop and retain the most talented and superior employees
available in the job market”.
In other words….
TM term that describes an organization's process of hiring, managing,
developing, and retaining talented employees. It comprises all of the
work processes and systems that are related to retaining and
developing a superior workforce.
Talent and Knowledge management
Talent management is restricted to hiring and retaining best available
talent
Knowledge management is a set of activities designed to identify,
create and distribute knowledge among the employees of an
organization.
Talent Management comprises of these basic elements
1. Learning and Development
2. Succession Management
3. Leadership Development
4. Workforce Planning
5. Talent Acquisition
6. Performance Management
7. Competency Management
Benefits of Talent Management
✔Gaining Competitive Edge
✔Attract Top Talent
✔Profit
✔Reskilling & Upskilling
✔Development
Talent and knowledge management
Syllabus
Talent Vs knowledge
• Skill - “Skills” refer to the “how-to’s” of a role; whether you know
how to create spreadsheets with Excel, code with Javascript,
or any other software
• Knowledge - “Knowledge” refers to “what you are aware of,” and can
be quantified with a degree or designation, like BA,
PhD, and so on…
• Talent - “Talents” are recurring patterns of thought, feeling, and
behavior. In other words, they’re what come naturally to
you.
Exampl
es
Talent Definition
Adjusting to changes in the workplace while
Adaptation
maintaining a positive demeanour.
Conveying ideas effectively and identifying
Communication
messages others are attempting to convey.
Bringing others together to resolve conflict
Conflict Resolution
and reconcile differences.
Making high-quality decisions based on
Decision-making
limited information.
Understanding others' perspectives and
Embracing Diversity dealing effectively with different types of
people.
Setting goals, monitoring progress, and taking
Execution
the initiative to improve your work.
Exampl
es
Talent Definition
Generating novel solutions and creative ideas to
Innovation
solve problems.
Taking charge of a group and motivating group
Managing Others
members toward common goals.
Convincing others of a direction, activity, or idea,
Persuasion
and influencing decision-making.
Working effectively with people and cooperating
Teamwork
with others.
TALENTS VERSUS KNOWLEDGE
WORKERS
• Most organizations do not know how to distinguish between
their talents and knowledge workers.
All talents are knowledge workers,
but not all knowledge workers are talents.
Do u agree???????
REASONS…
• Talents are more than knowledge workers.
• To operate successfully, every organization needs both
talents and knowledge workers.
• Knowledge workers may become talents through dedication
and a well-defined goal, but most don't make the
transformation
TALENTS VERSUS KNOWLEDGE
WORKERS - DIFFERENCE
TALENT WORKER KNOWLEDGE WORKER
• Talents Make and Break the • Knowledge Workers Conserve the
Rules Rules
• Talents Create • Knowledge Workers Implement
• Knowledge Workers Support Change
• Talents Initiate Change
• Knowledge Workers Learn
• Talents Innovate
• Knowledge Workers Act
• Talents Direct
• Knowledge Workers Receive
• Talents Inspire and Lift People Information and Motivation
EXERCISE:
• Can effective talent management fuel the new econom
y?
LEVERAGING TALENTS
• Capitalize on opportunities
• Attract a pool of best skill set
• Set standards of performance
• Improved product and services
• Builds corporate image and reputation
• Creates value
EXAMPLES…..
• [Link]
TALENT VALUE CHAIN
VALUE CHAIN ?
Value Chain Analysis
Amount that Series of
customers is activities that
willing to pay a firm
for performs in Identifying these
product/servic order to activities
es deliver the
product/servic
es
MICHAEL PORTERS- VALUE CHAIN
ANALYSIS
• To stay ahead of the firms competitors (cost differentiation/
product differentiation)
TALENT VALUE CHAIN
• The concept of the "value chain," introduced by Michael Porter in
1985, can be applied to talent in the form of the following "people
value chain":
• talent attraction,
• targeted recruiting,
• high-accuracy hiring,
• proactive "on-boarding,"
• talent identification,
• performance enhancement,
• career acceleration and
SIX KEY ELEMENTS IN TALENT
MANAGEMENT VALUE CHAIN
1. Define principles and strategic objective
2. Planning
3. Attract
4. Train and develop
5. Assess and promote
6. Engage and affiliate
1. Define principles & strategic objectives
✔ What are the overall principles and strategic objectives for HR management?
✔ What mix of staff should be employed?
✔ How should the skill base be developed?
2. Plan
✔ What talent segments will be needed and by when?
✔ To what extent will the talent needs be met internally and to what extent will they
need to be met through external recruitment?
✔ What is the expected rate of talent attrition?
3. Attract
✔ What is the value proposition as an employer?
✔ What external recruiting pools should the company target?
✔ What recruiting processes should be in place to attract, filter and screen the
best available talent?
✔ How should offers be converted into acceptances?
4. Train & Develop
✔ What training programs should be in place at the different levels?
✔ How should the success of these training programs be measured?
5. Assess & Promote
✔ How should internal talent be evaluated?
✔ Who should do the evaluations?
✔ What career paths should be defined within the company?
✔ How can departing staff be assisted in external job placements?
6. Engage & Affiliate
✔ How can the company drive engagement and commitment to the organization?
✔ How can the company maintain affiliation with alumni?
ELEMENTS OF TALENT FRIENDLY
ORGANIZATION
Four key elements:
• Vision is
what the company wants to be at a given date in the future.
What business does it want to be in?
How big does it want to be? How does it want to behave politically and
socially?
What contribution to society does it wish to make?
What culture does it hope to cultivate?
• Mission is the purpose of the company—how it intends to achieve its vision.
ELEMENTS OF TALENT FRIENDLY ORGANIZATION
(CONT’D)
• Strategic intent is the actions and behaviours needed to
achieve the vision.
what are going to be the resource requirement
what does the market want
• Priorities are set and adjusted periodically to keep the
company
Identifying the importance the tasks and aligning it.