Finders Keepers Losers Weepers A holistic approach to talent management An invitation to dialogue St

1
Finders Keepers - Losers WeepersA holistic
approach to talent management - An invitation to
dialogue Stanley ArumugamGroup OD Learning
ManagerSasol Limited Presentation at the CRC
Breakfast Network15 Feb 2006
2
Contents

• Developing an integrated approach to talent
  management
• Talent Management dynamics, process and
  strategies
• Level 5 Organisational approach to Talent
  Management
• Contextual challenges to talent management

3
Part One Developing an integrated holistic
approach to talent management

• Trends in the talent management landscape
• Getting back to basics of talent management
• Key challenges and strategies of talent
  management
• Integrated model of talent management

4
The need for an integrated approach to TM ?

• The talent management fad whats new ?
• Is there a war for talent ?
• Institutionalisation of talent management
• Talent management the new science of human
  resources
• Who does talent management ?
• Impact of talent management on the bottom line
• Getting back to the basics
• The need for an integrated approach

5
Three Phases of Talent Management
Talent Management A definition
The ability of an organisation to attract,
retain and transition
the right person for the right job at the right
time
Job
Keeping
Career
6
Integrated Model of Talent Management
Individual-Organisational Perspectives
What do we do to attract the right people ?
Keeping Career
7
Part Two TM dynamics gt process strategies

• 1. Strategic Resourcing Capacity Capability
  continuum
• employment brand value position employee
  proposition
• business - based people planning organisational
  design
• line led high confidence recruitment
  selection practices
• 2. Relationship Management Capability
  Challenge continuuum
• individual capability organisational demand
  flow
• career development conversations support
• organisational engagement, culture climate
• 3. Strategic Transitioning Challenge
  Continuity contimuum
• Organisational design, capability adaptiveness
• Facilitating transitions succession exit
• Organisational learning/knowldege management

8
Talent Management Process Dynamics Strategies
Life Cycle Approach
9
Part Three Level 3 Organisational approach to
Talent Management

• 1. Convergence of job, career and calling
• 2. Organisational congruence understanding fit,
  flow and future
• 3. Organisational myths and metaphors
• 4. Organisation as community individual and
  collective perspectives

10
Life and Organisational Congruency
Forced to fit Survival, Uncertainty , Stress
Career maturity organisation fit flow
Career management
Forced to stay Burnout, Resentment ,
Disengagement
Forced to leave Resentment , Disloyalty, Team
stress
11
Part Four Contextual challenges to talent
management

• Human capital risk management
• South African and African issues
• Integrated approach best practice case studies

12
Contextual challenges of talent management

• Ownership accountability gt line vs. HR
• Integrated approach vs. collection of processes
• National, international global marketplace
• Made in China or in our own image gt models of
  success
• Soft stuff of values vs. hard performance issues

13
South African Challenges

• Appreciating and valuing diversity
• Employment equity mediocrity and excellence
• Nurturing talent through social and developmental
  initiatives
• Career education and capacity for critical roles
• Knowledge management, skills transfer learning
  culture
• Transforming the civil service sustainable
  talent pools
• South Africa going global living in two worlds