1. Human Resources Talent Management Adrian Enrico Anurag Jorge Anne Carlos Yu Group C

2. what is talent management? Anticipating the need of human capital and then setting out a plan to meet it. What are the current responses to this challenge? …forecasting and succession planning Well, to do nothing or…

3. Let me explain you how this began… In the 90’s… the alternative to traditional development… outside hiring In the 80’s… they cut positions, so why maintaining the programs designed to fill the ranks? In the 1950’s…executive coaching to 360° feedback to job rotation to high potential programs In the 1970’s…internal talent development collapse because it could not address the increasing uncertainties of the market place … there were no lay offs so there was an excess supply of managers…

4. But… this doesn’t work anymore… Long term succession plans that attempt to map out careers years into the future. These investments are essentially wasted So what are they doing today? Jobs change as conditions do, so most companies have to constantly update their plans Succession plans create an implicit promise… employees feel betrayed Actual companies are returning to the practices of 1950’s…

5. So what is Talent management? Developing employees or creating succession plans Achieving specific turnover rates or any other tactical outcome At the end, Talent Management exits to support the organization overall objectives, which in business essentially amount to making money. Well, lets start with what is not

6. Forecasting product demand Estimating cheapest and fastest ways to manufacture products Outsourcing processes Ensuring timely delivering Hiring outside Planning to succession events Cost –effectively developing talent Forecasting talent needs Supply Chain Management Talent Management A new way to think about Talent Management… Supply Chain Management:

7. Speeding up processing time Improving forecasts to avoid mismatches The issues and challenges in managing an internal talent pipeline are similar to how products move through a supply chain Reducing bottlenecks that block advancement

8. Capelli’s innovative approach to managing talent uses 4 operations-based principles… Two of them address uncertainty on the demand side… And the other two on the supply side… lets look at them…

9. Talent on Demand

10. Talent on demand allows Employers to manage talent and increase ROI, It allows Employees to balance their interests, and it betters Society by continuously developing its skills levels. “Every talent management process in use today was developed half a century ago. It’s time for a new model” - Peter Cappelli - Conclusion

11. Adrian Enrico Anurag Jorge Anne Carlos Yu THE END…