(12th Nov 2017) BFBM စီးပြားေရးဆိုင္ရာ အခမဲ့ေဟာေျပာပြဲတြင္ ဆရာ ဦးတင္ဇံေက်ာ္ ေဟာေျပာခဲ့သည့္ Presentation File

1. TALENT
DEVELOPMENT
role of HR
Presented By:
Tin Zan Kyaw
President & Founder
Device Consulting Group
tzk.device@gmail.com
+959 5111 758

2. Introduction
How does that translate into best practices of Organizational Development?
1. Engage your employees in Training Programs
2. Nurture their Skills and Competencies
3. Focus on having a High Performance Organization
4. Implement a comprehensive Talent Development Program
Talent Development is preparing your employees for current and future
SUCCESS.

3. ”Talent hits a target no
one else can hit. Genius
hits a target no one else
can see.”
- Arthur Schopenhauer

4. Importance of Talent Development
1. Increased Competitive Advantage
2. Rewarding Culture and Brand
3. Improved operational Efficiency
4. Financial Rewards
5. High Performing Organization
6. Employee Retention
Why is talent development important for organization?

5. Effective Talent Development
• Establish Talent Development Plan
• Make the most of what you have
• Target a small number of KPIs in the business
• Identify critical roles and critical talent
• Develop talent pathways and succession plans
• Focus time and energy on critical roles and people
How do we achieve effective talent development?

6. Performance Standards What should I be doing?
Execution Tracking How does the organization
know what I’m doing?
Performance Feedback How do I know if I’m
doing it right?
Answers
the
Salesman’s
Question

7. The Company Way The Tools
Performance Standards
Execution Tracking
Performance Feedback
Salesman Supervisor
•Performance Guides
•Sales and
Merchandising
Handbook
•Daily Performance
Report
•Record book
•Sales Performance
Board
•Development Checklist
•Sales Performance
Board
•Position Description
•Standards
•Weekly Performance
Report
•Record Book Analysis
•Sales Performance
Board
•Daily Supervision
•Team Meeting
•Daily Supervision
•Sales Performance
Board

8. Development
How are you dealing with your
middle and bottom
performers?
Alignment
Is everyone in the company
100% aligned with the business
strategy?
Retention
Have you identified top
performers and do you have a
plan in place to keep them?
Engagement
Are the employees fully
engaged and do they have the
tools and resources to be 100%
effective doing their jobs?
TALENT
DEVELOPMENT
You have to maximize your employees’ value
There are four main areas that need to be addressed for Talent Development

9. Performance Improvement Arena
Development Planning Arena
“Should”
“Actual”
“Actual”
Time
Performance
IMPROVEMENT VS. DEVELOPMENT

10. THINKING DIFFERENTLY
Small changes to small things
a waste of time
Is This
Essential?
Small changes to big things
 necessary, but frustrating
 good, but need many
Big changes to big things
 the key to growth
Noâ
NecessaryÂ
VITALÂÂ

11. How do we do it?
High Performance Leadership means ...
Individual Practice
and Mindset
Transforming the organization
and aligning the people in
order to dramatically improve
the business and sustain long-
term momentum

12. HIGH PERFORMANCE BEHAVIORS
1. Provides a clear vision
2. Thinks outside the box
3. Creates an aligned team
4. Builds a strong, empowered organization
5. Set and maintains high standards
6. Demonstrates integrity
High Performance Results (The Acid Test)
1. Dramatic change
2. Developed and empowered employees
3. Sustained momentum
4. improved competitive/financial position

13. What is Talent Development?
• “Talent Development is a set of integrated organizational HR
processes designed to attract, develop, motivate, and retain
productive, engaged employees.

14. Five Levels of Talent Development
POSITION
PERMISSION
PRODUCTION
PEOPLE DEVELOPMENT
PERSONHOOD

15. Production
Permission
People Development
Position
People Development
Personhood
Rights
People follow because they have to.
NOTE: Your influence will not extend
beyond the lines of your job description.
The longer you stay here, the higher the
turnover and the lower the morale.
POSITION
Five Levels of Talent Development

16. Production
Permission
People DevelopmentPeople Development
Personhood
Position
Relationships
People follow because they want to.
NOTE: People will follow you beyond your
stated authority. This level allows work to be
fun.
PERMISSION
Five Levels of Talent Development

17. Production
Permission
People DevelopmentPeople Development
Personhood
Position
Results
People follow because of what you have
done for the organization.
NOTE: This is where success is sensed by
most people. They like you and what you are
doing. Problems are fixed with very little
effort because of momentum.
PRODUCTION
Five Levels of Talent Development

18. Production
Permission
People DevelopmentPeople Development
Personhood
Position
Reproduction
People follow because of what you have done
for them.
NOTE: This is where long-range growth occurs. Your
commitment to developing leaders will ensure
ongoing growth to the organization and to people.
Do whatever you can to achieve and stay on this
level.
PEOPLE DEVELOPMENT
Five Levels of Talent Development

19. Production
Permission
People DevelopmentPeople Development
Personhood
Position
Respect
People follow because of who you are
and what you represent.
NOTE: This step is reserved for leaders who
have spent years growing people and
organizations. Few make it. Those who do are
bigger than life.
PERSONHOOD
Five Levels of Talent Development

20. What is Talent?
1. A person’s abilities
2. Skills, knowledge, experience, intelligence
3. Judgment, attitude, character, drive
4. Person ability to learn and grow

21. Why is Talent Development Fundamental?

22. Improve in
current role or
reassign
Improve in
current role
Bad hire/ replace
Improve in
current role
reconsider
Needs
Development
Meets
Expectations
Exceeds
ExpectationsHigh
Low High
Limited
Growth
High
P
O
T
E
N
T
I
A
L
PERFORMANCE
Prepare for
future role
Talent
Metrics

23. • Underperformer
• On an Action Contract
• Exit if no improvement
within 3-months
• Typical “Joe Average”
• Little ambition
• Meets basic
requirements
• Same job, same role
forever!
• Over performer but not
ambitions
• At end of their “stretch”
• Loves their job
• Future holds same type of
role, same type of team
• Underperformer
• Likely to be in wrong role
• Crucial Conversation
• Move out of role or
manage out of business!
• Meets all targets
• Some potential for
growth
• Provide training &
development
opportunities
• Exceeds targets
• Needs greater challenge
• Provide development
• Give “stretch” targets
• Underperformer but
loads of potential
• Definitely in wrong role
• Crucial Conversation
• Move out of role or your
will lose this person
• Meets all targets
• Demonstrates lots of
potential – likely
candidate for promotion
• Develop & coach
• Top Talent
• Strong candidate for
promotion
• Include in strategic
initiatives
• Provide special
development
9
6
3
8
5
2
7
4
1
Lots
Little / None
Average
Low (unacceptable) Med (acceptable) High (Exceeds objectives)
POTENTIAL
Talent
Metrics

24. Talent Metrics
1. High-potential talent (HiPo)
2. Candidate reactions
3. Employee engagement and retention
4. External hiring versus internal
5. High-performer turnover rate

25. 1. Brand
Reputation
Brand
Corporate responsibility
2. Leadership
High Performance leadership
Senior leadership
3. Performance
Career opportunities
Learning and development
Performance management
People management
Rewards and recognition
4. The Work
Collaboration
Empowerment/autonomy
Work tasks
5. The Basics
Benefits
Job security
Safety
Work environment
Work/life balance
6. Company Practices
Communication
Customer focus
Diversity and inclusion
Enabling infrastructure
Talent and staffing
FoundationDifferentiators
Leadership
PerformanceBrand
Company
Practices
The Work
The Basics
Engagement Drivers
Engagement
Outcomes
Business
Outcomes
Say
Stay
Strive
1. Talent
Retention
Absenteeism
Wellness
2. Operational
Productivity
Safety
3. Customer
Satisfaction
NPS
Retention
4. Financial
Revenue/sales growth
Op. income/margin
Total shareholder
return
Employee Engagement
The
Work
Experience

26. Employee Engagement

27. Marry

28. Heart & Body
Relationship

29. Heart & Love

30. Copy and Development
Save Time, Money and Stress By Involving Us As You Shape Your Concepts,
Creative and Claims So That Once Your Ad Is Ready, The Clearance Process Is
As Smooth As Possible.

31. Benefits of Talent Development
1. Right person in the right Job
2. Retaining the top talent
3. Better hiring
4. Understanding employees better
5. Better professional development decisions

32. Doing easily what others find
difficult is talent; doing what is
impossible for talent is genius.
- Henri Frederic Amiel

33. When it’s easy to make
money, you have no
incentive to think about
development of talent.
- Malcolm Gladwell

34. “ … companies define talent
development largely as consisting of
succession planning, high potential
identification and development,
assessment and feedback, and career
planning/ development.”
Harvard Business Review

35. Career Plan & Opportunity
Assistant
Mgr.
Store
Manager
Asst. Area
Mgr.
Area
Manager
Dept.
Manager
Dept.
Manager
General
Manager
Salesman

37. Systematic Approach to Talent Development
Talent Development Talent Development
Talent Performance
Management
Succession Needs
Analysis
Succession Planning
Successor
Performance
Management
Talent
Management
Framework
Succession
Management
Framework
System Review and Improvement
System Review and Improvement

38. Talent Development Cycle
Company
Talent

39. 3 Types of Employees
Those who know what is happening
– Educated, but not experience and skills
Those who don’t know what is happening
– No Education, experience and skills
Those who makes things happen
– Education, Experience and Skills

40. 7 Biggest Challenges for Talent Chief
1.
Talent
Acquisition
2.
Career
Planning
3.
Employee
Engagement
4.
Talent
Retention
5.
Managing
Critical
Workforce
6.
Compensation
Package
7.
Leadership
Development

41. Top Workforce Challenges related to Talent
Development
1. Attracting and retaining skilled professional workers
2. Developing manager capability
3. Retaining high performers
4. Developing succession pool depth
5. Addressing shortages of management or leadership talent

42. Critical Talent !!!
1. Experience
2. Knowledge
3. Education
4. Skills
5. Competency

43. Defines Talent as
innate ability, aptitude, or faculty, especially when
unspecified; above average ability
Talent !!!
talent is.......
some combination of a sharp strategic mind, leadership ability, emotional
maturity, communications skills, the ability to attract and inspire other
talented people, entrepreneurial instincts, functional skills and the ability
to deliver results

44. Talent Development
Talent Development
– Concerned with enhancing the attraction, long-term development,
and retention of key human resources
Effective Talent
Development
Right
People
Right
Capabilities
Right
Time
Right
Place

45. “ Talent ” refers to
• individuals who have the capability to make a significant
difference to the current and future performance of the
company

46. Persona  High Potential / Low Performance
 High Potential / Medium Performance
 High Potential / High Performance
 Medium Potential / Low Performance
 Medium Potential / Medium Performance
 Medium Potential / High Performance
 Low Potential / Low Performance
 Low Potential / Medium Performance
 Low Potential / High Performance

47. Talent Development Process
1. Workplace Planning
2. Talent Gap Analysis
3. Recruiting
4. Staffing
5. Education and Development
6. Retention
7. Talent review
8. Succession planning

48. ACQUISITION STEPS RESULTS
• Recruiting
• Selection
• Training
• Career planning
• Succession
planning
• Development
• Performance
management
• Management
talent
• Key job talent
• Retention

49. Integrating the Four Key Elements of Talent
Development
– Plan
 Attract
 Recruit
 Assess Perform
– Develop
 Retain

50. Challenges Facing Talent
Person - Job - Fit
Person - Organization - Fit

51. Leaders are “seemingly ordinary
people quietly producing extra
ordinary results.”
- James C. Collins

52. • Credible
• Respectful
• Approachable
• Team Player
• Highly Professional

53. Leader of the Future
1. Character
2. Courage
3. Communication
4. Collaboration
5. Compassion
6. Contribution

54. Recruitment
Coaching &
Mentoring
Human
Asset Profiles
Career
Development Plans
Core
Values
Core
Competencies
Performance
Improvement
Selection
Human
Capital
Strategy
Performance
Management
Revenue
Per
Employee
Cost Per
Employee
Profit Per
Employee

55. 10 Things That Require Zero Talent
1. Being on time
2. Work ethic
3. Effort
4. Body language
5. Energy
6. Attitude
7. Passion
8. Being Coachable
9. Doing Extra
10. Being prepared

56.  Zero Talent Outages.
 Succession Not
Replacement.
 Becoming a Talent
Machine.

57. Thank You
Presented By:
U Tin Zan Kyaw
President & Founder
Device Consulting Group
tzk.device@gmail.com
+959 5111 758