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H uman R esources M anagement (a.k.a. HRM) T alent M anagement (a.k.a. TM) &

H uman R esources M anagement (a.k.a. HRM) T alent M anagement (a.k.a. TM) & Dokuz Eylul University (a.k.a. DEU) Ali Dindar presents. How many times. have you thought about having the right people?. How many opportunities. do we miss everyday?.

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H uman R esources M anagement (a.k.a. HRM) T alent M anagement (a.k.a. TM) &

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  1. Human Resources Management (a.k.a. HRM) Talent Management (a.k.a. TM) & DokuzEylul University (a.k.a. DEU) Ali Dindar presents

  2. How many times have you thought about having the right people?

  3. How many opportunities do we miss everyday?

  4. that we are creating & enabling the change? How many of us really believe

  5. to discover & develop their potential, Do we really enable others or could we be more?...

  6. Is it possible to do more without being more?... Can I change others without changing myself?...

  7. How many friends do I have? should I have?

  8. T Individual discovery and reflection Learning Circles Mentoring Virtual Spaces; forums, blogs and resource sharing Team Experiences Conferences and Seminars How can I develop myself and my friends?

  9. LADIES & GENTLEMEN, ...

  10. GET READY TO WELCOME The era of...

  11. TALENT MANAGEMENT

  12. First let’s play a simple game... Rules: • We will be in two groups • We will play –it will take around 15 sec. • Then we will tell each other what we see in the picture.

  13. First group, please look at the floor!

  14. Take a look at the picture for a few seconds...

  15. Second group, please look at the floor!

  16. Take a look at the picture for a few seconds...

  17. Thank you!

  18. What do you see in the picture?

  19. This is the power of a paradigm.

  20. Learning objectives: Flow of session Flow of session Understanding theory of TM Understanding importanceof TM TM Systems Updates by time What can I do in TM (HR) departments? • Intro / Expectations • TM processes • TM as a sub-system • Updated HR • Other

  21. What is Talent management? • The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources - for deciding what you have and whether to , , , conform to various regulations. staffing needs use independent contractors or hire employeesto fill these needs recruiting and training the best employees ensuring they are high performers ensuring your personnel and management practices dealing with performance issues

  22. Flow of session • Intro / Expectations • TM processes TM Processes • TM as a sub-system • Updated HR • Other

  23. TM Processes:

  24. TM Processes:

  25. TM Processes: Other stuff Elected Res. Current Res. Elected Res. Current Res.

  26. TM Processes:

  27. TM Department Other Leaders Flow of session • Intro / Expectations • TM processes • Input for Talent Planning • Setting Performance Criteria • Analyzing Training Needs • 1-Performance Appraisals • 2-Reward & Recognition within the team • 3-Development of team members • 4-Motivation of members • 1-Recruitment Coordination • 2-Finalizing Talent Plan • 3-Training the leaders on TM • 4-Providing tools for PMS. • TM as a sub-system • Updated HR • Other

  28. Stage 1: personnel department The role of this group was to hire people, pay them, and make sure they had the necessary benefits. Flow of session • Intro / Expectations Stage 2: strategic hr • TM processes • TM as a sub-system In the 1980s and 1990s organizations realized that the HR function was in fact more important – and the concepts of “Strategic HR” emerged.  During this period organizations realized that the VP of HR had a much larger role:  recruiting the right people, training them, helping the business design job roles and organization structures (organization design), develop “total compensation” packages which include benefits, stock options and bonuses, and serving as a central point of communication for employee health and happiness.  • Updated HR • Other

  29. Stage 3:   Talent Management:  We are now entering a new era:  the emergence of “Talent Management.”   While strategic HR continues to be a major focus, HR and L&D organizations are now focused on a new set of strategic issues: • How can we make our recruiting process more efficient and effective by using “competency-based” recruiting instead of sorting through resumes, one at a time? • How can we better develop managers and leaders to reinforce culture, instill values, and create a sustainable “leadership pipeline?” • How do we quickly identify competency gaps so we can deliver training, e-learning, or development programs to fill these gaps?   How can we use these gaps to hire just the right people? • How do we manage people in a consistent and measurable way so that everyone is aligned, held accountable, and paid fairly? • How do we identify high performers and successors to key positions throughout the organization to make sure we have a highly flexible, responsive organization? • How do we provide learning that is relevant, flexible, convenient, and timely?

  30. What can you do in TM department? Flow of session • Coaching • Policy Recommendation • Salary and Benefits • Team Building • Employee Relations • Leadership • Intro / Expectations • Recruiting • Hiring • Training • Organization Development • Communication • Performance Management • TM processes • TM as a sub-system • Updated HR • Other

  31. Thanks for listening

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