Talented Youth
Management
Reporter:
Ulyana B. Lushchyk
MD, medical law counsel
People… Staff…
Manpower…
• The main treasure of every
company is people who work for it.
• Manpower is the driving power of
business, their knowledge
and experience
are one of the most
important competitive
dominations.
«Talent Management»
• First, a definition “talent management” was used by
American “McKinsey & Company” during labor market
research in 1997: “Talent management” is a company’s
activity that gives the possibility to use investing in
talented personnel in the branch of middle and high
management.
• This issue and its main idea
(“company’s potential is first of all
people who work for it”) engaged
all eyes.
“One-talent” Management
• Though a talented
colleague is considered
to be a real godsend to
any company, in reality
working with talents,
promoting their rising and
professional
development, directing
their activity for a
company’s good is
beyond many people’s
power.
Top-Managers and HR Directors
More Often Mention Talent Management
Among Key Priorities of Their Organizations.
3. Employer (DEMAND)
2. EXTERNAL FACTORS
• Competitive predominance
• Increasing competitiveness of world
markets
• State politicians
• Level of technical development
• Occupational level
• «Flexibility» and quick-wittedness of
labor force
• Struggle for work
• Employer who has the predominance
Talent
Management
4. Labor Force (SUPPLY)
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Demographic situation
Variety of labor force
Work sources
Leaders and managers perception
Correlation (work - life)
1. Organizational Surrounding
• Corporate management
Business strategy
HR – strategy; HR – policy
Occupational level
Role: CEO/HR /line managers/
colleagues
• Possibilities of line personnel
• Colleagues’ working load
• Recruitment and human resources
retention
• Succession planning
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Competitive Predominance
• To form the competitive predominance in an organization
it is necessary to work out a strategic approach to talent
management which will meet demands of exactly this
organization and allow to use their colleagues’ potential in
the most effective way.
• Purposely created predominance which
embraces the whole talent management
system organization, consists in its sharp
focusing on investing in human capital and
bringing up the issue of talent management
into the list of key corporate priorities.
Strategic Approach
“Talents”
are those people who can
change a company’s work
either due to their single
contribution into the
company’s work or
demonstrating high potential
level during a long period of
time.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
• Such people tend to playing and improvisation in
relations,
they are smart and act beyond the rules, focused
on new impressions,
they are spontaneous in behavior and
independent-minded.
• They meet troubles in business which requires
accuracy and punctuality. An ecstatic perception
of the world around is typical of them.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
• They are enthusiasts and often tend to idealization.
• These people may notice such things in events and
subjects which other people do not see.
• They have an aspiration for acting, not only for
thinking over. Problems for them are one more
chance for self-actualizing.
• They achieve results passionately and are obsessed
with ideas and the goal they want to accomplish.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
• They know when to finish the job and leave,and how
to draw the line.
• They seldom lose patience but they must believe
in what they do.
• They possess courage in actions and strong will,
ability to concentrate and accumulate all power and
energy to achieve, seemingly, a simple goal.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
!!!
Creative bents of a person
are revealed
independent from
upbringing and
education but it is
possible to create certain
conditions for their
developing.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
!!! Everything daily,
indirect can cause
their dissatisfaction
and irritation.
Talented Persons Possess a Number of
Features Atypical of an Ordinary Person
Talented colleagues’ activity
may become an important
component of organization
success and culture
but
their management is
connected with big troubles,
as such people are
independent, ambitious,
smart, and beyond regular
standards.
Correspondence of General
Corporate Strategy
Development stages of strategy on work with talents
Absence of welldefined strategy
Elaborated strategy
Non-formal processes
Formal processes
Limited number of
talented people
All colleagues
Absence of certain source
of talents
Several sources of talents
“Intraversion” and
secretness
“Extraversion” and
clearness
Talent management in action
For successful talent management it is extremely essential:
• For the successive talent management work
• the serious support of high management team
• creating a group of talent experts with the participation of
directors or top management in which all departments’
representatives should be included.
• Moreover, at every stage of the process line managers’ support is
important.
• Line managers have to take responsibility for the process
management, identifying and developing talents in their own
departments but they must also be motivated to see a talent as a
corporate resource but not the resource of their own department.
Talent
Management Cycle
Four important stages of talent management
Talent
Management
Effectiveness
Evaluation
Talent
Management
Talent
Involving
Talent
Development
Talent
Involving
• The possibility to involve talents into a company from
outside depends on how potential candidates see a
certain organization, branch, or section in which this
organization works, and also whether they possess
values of this organization. Creation of a brand which
will attractive for employees is an important factor for
outside talent involving.
• If necessary, material encouragement may
be opposed by alternative kinds of
encouragement and employer’s values
such as his social responsibility.
Talent
Development
• Talent development has to be closely connected with
another educational and developing initiatives.
• At every stage of career progressing talented colleagues
need to train and develop for maximum effective use of
their potential.
• Talent development requires either formal or non-formal
approach to studying process.
• It is necessary to combine traditional developing measures
with creative alternative ones including an individual
coaching of talented colleagues.
Talent
Management
• For talent retention in an organization and their
correct distribution, and for saving a good
atmosphere in the organization, it is necessary to
take well-planned active measures.
• Investing in management, leadership and other
development measures will positively affect talent
retention.
•Organizations have to develop behavior
culture within which employees will bear
responsibility for the constant business
processes improvement and develop their
own skills.
MONITORING AND TALENT MANAGEMENT
EFFECTIVENESS EVALUATION
• The successive approach to talent management is first of
all based on well-defined and coordinated within the
whole organization definitions of terms “A talent” and
“Talent management”. Formulation of these terms is a
foundation on which further the strategy of the work
with talents and talent management will be based.
• In particular, severe demands are placed on all parties
involved into the talent management working process
concerning unity of terminology and understandability of
talent management measures language for all its
participants.
MONITORING AND TALENT MANAGEMENT
EFFECTIVENESS EVALUATION
• Proactive strategic approach to talent management
guarantees serious advantages for an organization
within development of talent reserves as a resource of
meeting the strategic needs of the organization.
• Talent management support must go from the very top
and spread from top to bottom over the organization.
• Involving to talent management process its line
managers at the early stage is critical for their becoming
supporters of general corporate approach to talent
management.
MONITORING AND TALENT
MANAGEMENT EFFECTIVENESS
EVALUATION
• Talent management promotes organization image improvement
and “brand” support as an employer at the labor market and
also helps to attract new employees and save present human
resources.
• To create the common approach on the work with human
resources, talent management has to fall within other streams
of human resource policy and practice. Talent management can
be based on using formal and non-formal methods.
• It is necessary to develop procedures of work evaluation of
colleagues classified as talents’ category.
Talent management in action
Participants in the process of talent management are also
an important link, they should be asked for consultation and
their feedback for holding an effective process for their
development.
Conclusion
• The final conclusion claims that
talent management is a dynamic
process which must be regularly
reviewed in order to meet the
organization needs dictated by
constantly changing organization
priorities.
• Ultimately, organization’s
successive work serves as the
most effective talent management
evaluation.
War Against
Talents
• Unfortunately, instead of the phrase “war for talents” they
more often use the phrase “war against talents” nowadays.
• Nevertheless, an important role belongs to talent
management in organizations which have problems.
• Talent management as the key element
of survival strategy helps companies to
differ from competitors and enables to go
through economic disturbances with the
least losses.
Fight with
Economic Recession
A great number of organizations try to fight with the
economic recession through implementation of talent
management positive practice, as follows:
• in-company talent development;
• focusing on development of talents’ primary importance
skills;
• continuing outside key talents recruiting;
• paying more attention to employee retention in an
organization.
Each teacher is happy for
success of his apprentices
Thank you
for your attention!