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Talent Management
- Driven by HR
- Assesses employee (strengths &
weaknesses)
- Once a year
- Lacks ongoing feedback.
Contributions of Performance
Management
For Employees
For Managers
For Organization
For Employees
Clarify definitions of
job
success criteria
Increase motivation to perform.
Increase self-esteem.
Enhance self-insight and development.
For Managers
Communicate supervisors’ views of performance
more clearly.
recruiting
performance management,
maximizing employee potential, managing their strengths and developing
retaining people with desired skills and aptitude
Why Organizations Need Talent
Development?
To compete effectively in a complex and dynamic environment to
achieve sustainable growth
To develop leaders for tomorrow from within an organization
To maximize employee performance as a unique source of competitive
advantage
To empower employees:
Cut down on high turnover rates
Reduce the cost of constantly hiring new people to train
TM Model
Strategic Aspect of TM
Describes what type of people the organization will invest in
and how it will be done
Work
Motivation
Personal
In-Role
Work
Factors
AC Performance
Ability
Organizatio
nal Support
CC NC Extra-Role
Performance
Organizatio
nal Factors
Organizatio
nal Climate