1. Talent Management Developing Tomorrows Leaders Nadia McCalla APPL 647 Fall 2007

2. What is Talent? Special skill or ability A capacity for achievement or success A core group of leaders and key contributors (Workforce Management)

3. Defining Talent Percentage of HR executives reporting groups they consider to be "talent," 2006 Senior leadership86% Midlevel employees with leadership potential82% Key contributors/technical experts76% Entry-level employees with leadership potential48% Note: Survey of HR executives at 250 North American midsize and large organizations. Source: Towers Perrin (www.towersperrin.com/hrservices)

4. What is Talent Management? A set of business practices that manage planning, acquisition, development, retention and advancement of talent in order to achieve business goals and optimize performance

5. What is Talent Management? Involves: Recruitment & Selection −Knowledge, Skills, and Abilities Employee Development & Training −Improve skills and broaden knowledge Performance Management −Provide feedback for improvement Compensation & Benefits −Rewarding employees to meet financial needs Succession Planning −Tomorrows leaders

6. How to Identify TALENT Take a Talent Inventory −What are the key positions −Needed competencies Knowledge, skills, abilities, Attitudes and attributes −Identify high potential & high performing employees

7. Succession Planning Begin Succession Planning: −Who are potential successors −Identify competency gaps −Have a development plan −Develop recruitment plans

8. Development Planning Employee development plan: Formal Training −Perform current jobs more effectively. −Next job in the career ladder. −Job in a different discipline Mentoring −Additional skills and resources −orient new hires and enables them to function more productively sooner Leadership Development Job Rotation

9. Activity #1 Distinguish between: Core Competencies & Role Specific Competencies

10. How to Identify TALENT Take a Talent Inventory −What are the key positions −Needed competencies Knowledge, skills, abilities, Attitudes and attributes −Identify high potential & high performing employees

11. Activity #2 1.Identify a potential successor for the HR Manager position. 2.Formulate a Development plan for that individual What development strategies would you suggest to prepare this individual for their up coming new role