What is Talent Management and How To Build Culture in Entity
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Talent management involves recruiting, retaining, and developing employees through integrated HR processes like succession planning, training, and career development. The goal is to create a high-performance organization. An important part of talent management is building a supportive organizational culture. A strong culture can attract and retain talent by creating an enticing environment that reflects the entity's values and unites members towards common goals. To build culture, leaders should clearly communicate expectations, serve as role models, foster informal interactions, invest in cultural initiatives, and regularly gather feedback.
What is Talent Management and How To Build Culture in Entity
- 1. What is Talent Management and How to Build Culture in Entity By: Assumpta Hangganararas Talent Management Trainer for Expansions in AIESEC Indonesia
- 2. Objectives. • K n o w i n g t h e d e f i n i t i o n o f Ta l e n t Management • Knowing how Talent Management works • Knowing how to build culture in entity
- 3. First thing first, what is Talent Management?
- 4. “...companies define talent management largely as consisting of succession planning, high potential identification and development, assessment and feedback, and career planning/ development.” - Harvard Business Review
- 5. "It’s about everybody. It's about pushing everybody to be the best that they can be, because if everybody becomes that 5% better at what they do, then the business as a whole gets a real competitive edge.” - Cranfield University
- 6. Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high- performance, sustainable organization that meets its strategic and operational goals and objectives. - Johns Hopkins University
- 7. So, Talent Management department in an entity is responsible for: recruit, retain, and develop its precious member
- 9. Recruit - Talent Planning - Recruitment - Induction - Career Planning - Allocation
- 10. Retain - Talent Tracking - Reward and Recognition
- 11. Develop - Education and Training - Performance Management
- 12. ALL IS PACKED IN: TALENT PROCESS
- 13. Talent Planning Recruitment Induction Career Planning Talent Allocation Education and Training Talent Tracking Performance Managemen t Rewards and Recognition
- 14. But, doing the process alone is not enough.
- 15. Talent Management needs to build and foster a culture in entity.
- 16. Aw yes, what is culture and why it’s essential for my entity?
- 17. Culture is the shared values and practices of the entity's members.
- 18. THE IMPORTANCE OF CULTURE 1. Culture as an attraction for talent 2. Culture retains the talent 3. Culture reflects entity’s personality 4. Culture creates & builds passion 5. Culture unites members
- 19. 1. Culture as an attraction for talent If the entity builds culture that is strong and well-known in university, as long as the entity develops the enticing and enjoyable place for the members, then you can attract serious talent looking to join in the entity
- 20. 2. Culture retains the talent Once you’ve recruited talent that fits in our culture, then they likely stay longer in the entity. Having a good place and atmosphere for members to do their performance boosts talent retention in the entity.
- 21. 3. Culture reflects entity’s personality If the entity have developed a strong culture, you will know that other leaders within the entity will better understand how to make a decision based on how it fits within the culture we created.
- 22. 4. Culture creates and builds passion If members are believe in the culture of the entity, then they will be passionate about what we have created, and how they fit in with helping the entity grow further.
- 23. 5. Culture unites members With the right culture, members will fill united in a cause: to grow the entity. This will lead to a better teamwork and stronger members initiatives.
- 24. How to build entity’s culture?
- 25. 1. Set clear expectations and write culture plans
- 26. Creating a simple and easy-to-articulate vision for what you are trying to accomplish and what sorts of behaviors, attitudes, and approaches are (and are not) valued by the entity. Writing a culture plan can help clarify to members the key organizational values that the founder aspires to.
- 27. For example: I want to build a competitive and learning culture in my entity. Why? After doing mini research and analyze the traits of my member, they are craving for achievements and personal development. Competitive atmosphere is essential for my achiever member. I’ll have many competitions and recognition for them. And to grow their personal development, I’ll have education days and online education library so they can learn and access it everytime they want.
- 28. 2. Be consistent in actions
- 29. A great culture begins with the leaders (EB, MB, OCP) who proactively setting the tone and give the example for its members. This actions help showcases the culture. Team members will likely notice if you do not “walk the talk,” so it can be helpful to think of yourself and your leadership team as role models for the culture. If you consistently present it in the right way, others will follow.
- 31. Promoting another way of communicating with your members in informal way. For example: in every week you and your team have a bonding time with karaoke or eat together in fancy resto and talk about everything (not just AIESEC thing). These informal interactions not only broke down perceived hierarchical walls, but also gave you direct engagement with members. Basic human friendship is a more powerful motivator than a top-down command.
- 32. 4. Do invest and innovate in maintaining entity’s culture
- 33. Do invest in physical resources like IT (online learning source, education library, etc) or good office arrangement and design, it is critical to invest in developing and enhancing your culture over time.
- 34. 5. Feedback time
- 35. You have to focus on things that you can measure. Measure the effectiveness of your culture by doing feedback time regularly. For example: Create a feedback mechanisms when in every week, leaders spend their time to have 1 on 1 (one on one) talk with member; putting feedback boxes around the office; have informal chat with teammates; online survey; etc.
- 36. 6. That’s it. Just do it!
- 37. Resource: Anay, Panos. “4 Easy Ways to Create a Workplace Culture That Doesn’t Suck” in fastcompany.com, last accessed 19 December 2015 Cohn, Chuck. “How to Create and Maintain a Workplace Culture That Will Make Your Company Thrive” in forbes.com, last accessed 19 December 2015 University, Johns Hopkins. “What is Talent Management?”, in tmod.jhu.edu, last accessed 18 December 2015