Post on 07-Nov-2014
description
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R. Palan Ph.D.
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Programme
1. Defining Talent2. Who are the B Players?3. Who are the STARS4. Growing B players5. Talent Portability6. Talent Management applications
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1. Defining Talent
Talent Management focuses on the identification, assessment, development and movement of internal talent not necessarily acquisition of talent alone..
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2. Who are the B players?
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The Case for B Players
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The Argument
Don't forget the B players Is not about being against STARS or A players but is about seeking the engagement of B players who are the heart
and soul of your organisation – the anchors.
The goal is not to take them for granted or ignore
them but mentor and nurture them.
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The Law of Human Nature● Stars - Minority - A players - Top
10%
● Anchors- Majority - B players - Middle 80%
● Laggards - Minority - C players - Bottom 10%
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Anchors
Laggards
STARS
10%
80%10%
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B Players
• Are not C players – the laggards• Anchors – add depth to an organisation• Experts in what they DO• Maybe Less ambitious• Great Work: Life balance• Do not call attention to themselves
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B Players
• Supporting actors who make the STARS look good.
• Not creating a personal brand but reinforcing the organisational brand.
• Without attention, they will become contractual C players.
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3. Who are the STARS
• Defined as the top 10% or 5 % - depends who defines it.
• Twice as good as others• Create great value
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The STARS
• STAR Performance is a result of
– 30% Individual contribution
– 70% Organisational systems
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The War for STARS
• The Love for STAR – A players • Intense focus on recruiting & retaining
superior talent• STAR players are rewarded exceptionally well• Potential Versus Performance
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Risky business of Hiring STARS
• It isn't just about – People making organisations better – but
also organisations making people better
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The Risky business of hiring STARS
• Are you READY for them?
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4. Growing the B players
• Accept the differences
• Give the gift of time
• Hand out prizes
• Offer choices
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5. Is Talent portable?
• STARS are only successful if they move with teams and systems.
• They need the B players to create value
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6. Talent Management Applications
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Five elements
1. Recruitment and Talent acquisition2. Learning & Development3. Performance Management4. Workforce and Succession Planning5. Compensation Management
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Getting TM right
• Know the direction of the business• Know your talent• Mind the gap• Map your TM strategy
– Critical jobs– Where will talent come from– How will you measure and assess– How will you develop
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“ Less than 10% of strategies effectively formulated are
effectively executed” Fortune
“ In the majority of failures - we estimate 70% - the real
problem isn’t bad strategy. It’s bad execution”
Fortune
It’s all about Execution
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Thank You
drpalan@smrhrgroup.comFree E news at www.smrhrgroup.com
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