Talent management is important for recruiting and integrating new employees, retaining current workers as well as attracting highly skilled employees to work in the organization. In 2006 we introduced our Talent Management Framework, as part of our High-Impact Talent Management® research program. As this colorful model shows, many of the original concepts remain the same – but we have carefully added some new elements and reworded several functions to show how this whole area has evolved. Compensation Planning enables complete planning and management of all types of compensation programs including salary, merit increases, market adjustments, lump sum payments & other discretionary pay components. I represent BCM Consulting, a firm doing similar work in South East Asia.Please pass my interest in yr org to Mr. One of the greatest temptations that I encounter is where an organization purchases a talent management system assuming it will address all of their talent needs before actually determining its talent plan. Just like any set of complex organizational processes, a plan significantly enhances our chance of success as well as realizing all possible gains.  As you consider your plan, Figure 1 provides a basis for organizing your thoughts.
This entry was posted in Development, HR Operations, Organizations, Workforce and tagged learning, talent management, talent management planning, training. Despite the continuing trend of Talent Management aligning with Global Mobility, not much has been written about the Talent Management aspects of Destination Services (DS).  These services are typically viewed as a practical aid in a family’s adjustment to a new global assignment. The first three stages of the Talent Management Cycle –Sourcing, Attracting and Selecting – are concerned with getting talent to the global assignment. There is nothing worse than learning about a looming issue with a relocating family when it is simply too late to address. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.


What is Talent?According to McKinsey; talent is the sum of• a person’s abilities,• his or her intrinsic gifts,• skills, knowledge, experience ,• intelligence,• judgment, attitude, character, drive,• his or her ability to learn and grow. Conclusion• Talent Management" has become one of the most important buzzwords in Corporate HR and training today.
In order to show positive ROI from human capital investments, HR must evolve beyond managing administrative requirements, including payroll, benefits, and sick leave, and become a strategic partner in business performance. Sourcing and Selecting are the result of efforts to build candidate pools using assessment tools.  Destination Services assists in the Attracting phase through a “Look-See” or “Pre-Decision” trip that results in convincing the expatriate to take the new position.
If issues should arise, Global Mobility professionals can be more confident that the assignee will feel comfortable turning to them for help when it is needed.
In fact, the majority of expatriate studies cite the primary reason for taking an assignment in the first place is for career growth. Organizations know that they must have the best talent in order to succeed in the hypercompetitive and increasingly complex global economy. The key challenge of HR is to identify the skill gaps and talent risks within the organization.
They must manage talent as a critical resource to achieve the best possible results in the long run. Effective talent management allows HR to assess the organization’s recruiting, staff transfer, and succession planning needs, as well as analyze which skills and qualifications meet requirements for today and tomorrow’s performance. One family member in particular, had been experiencing some stress outside of the relocation process.
The Destination Consultant was able to gain the trust of the employee and, with permission, helped to alert the Global Mobility team about the issue.


In this case, the company had  the opportunity to make a dynamic and positive lasting first impression that helped its employee  feel confident that his family’s issues would be resolved, enabling him to focus attention on his work. This is where reintegration (repatriation) programs, as well as Departure Services, can play a role.
Once again, if the assignee and family feel taken care of through the assistance of closing out utilities, de-registering from the city, formally withdrawing from schools, and obtaining records to take home, the more valued the assignee will feel. Metrics and goals can be used to monitor the success of HR activities and to measure the current performance.
The employee value proposition is a major factor in deciding whether one remains at a company. Furthermore, these scorecard metrics help distinguish key elements driving employee performance management in the organization.
Identifying succession gaps helps determine which skills are required for future job candidates, and create the training program to develop those skills in-house. Average skill rating is important to see the availability of the right skills required to achieve the organization’s short-term and long-term business goals.



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Comments to Talent management development plan

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