Talent Management-TAF

1. A Stronger Talent for a Stronger Company The science behind selecting and accelerating your next generation talent Presented by : Tafveez Amin Head of HR & OD

2. Current Dilemma “When performance is the only criteria employees are evaluated on, high performers will be the only ones moving up–and your high potentials will be moving out.” Brian Kight , Director of Performance at  Focus 3 ,

3. Need of Talent Management Our managers play a bigger role in building a pipeline of thriving talent than they may realize It’s increasingly important that we empower them to do this successfully Failure to assess performance versus potential and neglecting the contributors has become a very real business problem

4. The good news is: It’s a Solvable Problem It simply takes dedication to identifying your high-potential and high-performing employees, assessing their competencies and attributes, and putting them on the path to success

5. Segregating the Workforce Hi-Potentials Hi-Performers Contributors Non-Performers

6. High Potential High potential leaders are individual contributors or managers who could perform successfully in leadership roles that are one to two levels above their current roles, ideally over the next two to five years.

7. High Performers They stand out in any organization. They consistently exceed expectations, and are management’s go-to people for difficult projects They have a track record of getting the job done. They’re great at their job and take pride in their accomplishments, but may not have the potential (or the desire) to succeed in a higher-level role or to tackle more advanced work.

8. Contributors There are some people without a managerial title who wield a good deal of influence and make great contributions, regardless of their title or role. They are the contributors and are found in maximum number in every organization.

9. Non-Performers Do not contribute to the team effort? Do not get along well with their supervisors? Spend no time on self development? Are involved in disciplinary cases? Are not interested in training and mentoring others? Are trouble creators in the organization? Are generally disliked by peers & seniors?

10. Nine-box Grid for Use in Talent Identification

11. High Potentials

12. Identifying HIPOs

13. HIPO Selection & Development Process

14. High Performers

15. Identifying Hi-Performers in Comparison to HIPOs

16. Suggestive Development Strategies

17. Contributors

18. Suggestive Development for Contributors These people are the highly professional individual contributors. In many cases they have deliberately chosen not to pursue a managerial career, preferring technical work or wanting to avoid the duties associated with being a manager. Don’t Shower All the Attention on the More Visible Leaders Spread Development More Broadly

19. Non-Performers

20. Identifying Non-Performers If everything was right in our selection process and people in general want to do well in their place of work, the question that begs an answer is ‘Who created non-performers?’ Supervisors (i.e. Reporting Manager of the employee) Lack of transparent and employee friendly HR policies Absence of processes to implement and audit these policies Absence of an holistic approach to label employees as ‘non-performers’. Focus on recognition & development of high potential employees only.

21. Managing Non-Performers Treat them as spoiled children Collect 360 degree feed back Train your managers Assign alternative roles Consider them as company assets (their experience & knowledge of the organization is valuable even if their performance ranks lowest) Part ways “if you have to” but very gracefully

22. Teachable Fit – An Innovative Approach to Unleashing Potential

23. Research into the psychology of leadership development has shown that some elements of leadership are easier to develop than others. Right Management has developed a tool to help clients understand these dynamics and we call this the "Teachable Fit Framework."

24. “At the end of the day, the company with the best team, the best people will win in the long run.”