1. effective talent
management
strategy*
*How to Maximize ROI with Low Initial
Investments
[vladimir damnjanovic]

2. talent
[mass noun] natural aptitude or skill definition given by
oxford dictionaries
talent management*
Broadly defined as the implementation of an integrated
strategies or systems [talent acquisition, onboarding,
performance management, learning and development,
rewards, succession planning / talent review] designed
to increase workplace
productivity by developing improved processes for
attracting, developing, retaining and
utilizing people with the required talents (skills and
aptitude) to meet current and future business needs.
definition given by SHRM;

3. talent acquisition
*employer’s branding
[values workshop | talent shortage planning
[employers branding strategy | graphic elements
[communication channels
attracting
[student binding process
[impressions during recruitment process | gifts
[endorsements
*talent sourcing
[recruitment strategy | channels and partners
[selection process | talent assessment
[skilled interviewers
[checking image during interviews
[metrics / contests for best employer

4. onboarding onboarding
[when onboarding process starts for you?
before first day 52.1%* [welcome letter]
on 1st day or later 47.9%*
[what means first day?
attracting
intro presentation
handbook
gift
common lunch
[duration of onboarding process
90 days 24.9%*
[highly structured process | mentor or buddy
[reality checks
30 & 90 days
*A Journey through the Landscape of Employee Onboarding 2012 Survey Results
©2012 Intrepid Learning Solutions

5. performance management
“clear link between performance management, development and rewards
will create conditions for talents retention”
*objective management
[transversal & linked to strategy
[management level / company & individual
retaining
[associates level / team based & individual
[base level / team based
*competencies management
[clearly defined and linked to values
[appraisal process clearly defined
[appraiser are trained
[list of development activities
[linked to rewards

6. learning & development
core principle / development responsibilities
My
Me Manager
developing
Human
Resources
Departmen
t
*management development
[self awareness
[manager@our culture
[manager as a coach
[core trainings
[training reinforcement
[recognition program

7. learning
[focus on three main talents and technical skills,
improvement areas should be developed on acceptable
level
[approach to development as marketing campaign to
changing behavior
developing
[well developed learning policy
[transversal learning
[core internal training
Communication
Collaboration
Creativity / Creative Solving Problems
[coaching process
[development plans
Individual development plans
performance improvement plan

8. rewards strategy
* compensation
[defined policy and position on market
attracting & retaining
[established pay structure
[salary increase policy based on
performance / potential / market
[clear link between performance and rewards
[bonus system connected to objectives and
competencies
*performance & recognition
[clear link between values and recognition
[recognition programs for learning support
[idea management process and rewards
*benefits, work/life balance & development and career
opportunities

9. talent review
[focus future
[potential assessments
[link with learning and development
developing &retaining
[well developed process
[involvement of all stake holders
[decisions that affect future
[creation of individual talent profile
[succession plans

10. high brand visibility
higher quality of Faster integration
candidates pool process of new
student pool for future comers
development of Decreased time for
companies reaching full
lower recruitment and productivity
selection costs positive impressions
substitute for job employees as steering organization
boards | recruitment ambassador road map for talent
through social media Prevention of making development
effective PR as decision for leaving in base for linking
consequence of first 6 months performance
selection process Image of company management and
lower possibility of that takes care of rewards
= + +
hiring mistakes employees development of goal
oriented culture
value workshop Structured onboarding clear process,
process well defined goals
communication
gift competencies linked to
channels: social
first 90 day plans values
media, infostud, stude
reality checks
nt binding
metrics
programs, tools for
talent
assessment, well
defined selection
process,

11. highly developed
workforce link between
developed performance and
management that can rewards
develop all people culture of high
perception of company performance
that invests in people clear aim of reward
high retention due to strategy is to reward
comparison to other most key people in
companies in industry company compass for
productive company in cost optimization due development
success
terms of clear to following clearly identification of key
communication and defined market people in company
collaboration strategy applying retention
reinforcement of strategy
+ + + =
learning investments link with rewards and
performance
developed strategy clear strategy clear process,
recognition process decisions that affects
developed internal
and awards future
core trainings and
promise about work
trainers
life balance
management
development process
initial investments in
learning
,
talent management