Introducing a
Talent Management
System
By: Dr. Christian Wiradendi
Wolor, SE., MM
What is
talent..??
Talent
“…people or a person
with a natural ability
to do something well”,
Oxford learners
dictationary
„aptitude which enables
someone to achieve
unusual or aboveaverage performance in
a particular field,
particularly in the
arts“, Duden
Fremdwörterbuch Online
Definitions of the
Talent in a
business
context
• Conventional definition
• Talent consists of a combination of
two attributes
• High performance
• High potential
• Only the best 3-10% of employees fall
into this category
• Predominant view in the past
• Focus on key-positions: HiPos,
Superkeepers, etc.
• How can you identify, attract, hire,
develop and retain?
Definitions of the
Talent in a business context
• Inclusive definition of “talent”
• business success depends on the
performance of all employees
• every member of staff is equally
important and everyone has talent
that can be of positive use in future
actions
• talent as potential for the ability
to act
• this talent model emphasizes the
importance of
• recruiting people that fit in the
company
What is
talent
management..?
?
Talent Management
• “Talent Management refers to those organizational concepts
and measures that specifically deal with the recruitment,
assessment, retention and development of current or future
employees who are designated as talents because of their
comparatively scarce, highly demanded key competencies that
are crucial for the organization.”
• “Talent Management System is an organizational approach that
aims to make best use of the talent(s) of each member of
staff to deal with current and upcoming challenges. It
consists of three pillars: Strategy, Culture and HRProcesses.”
The Integrated Talent Management
System
Strategy
• Clear TMStrategy
• Aligned with
business
objectives
• Agree on
Indicators
• Develop
instruments
Culture
• Mindfullness
leadership
• Openness for
change
• Willingness to
learn and
develop
• HR acts as
business partner
HR-Processes
• Attract
• Identify
• Recruit
• Develop
• Retain
• Succession
• etc.
Understanding
the
Background
The economy
is changing
rapidly
Industry 4.0
(Digital)
Technology is
revolutionizing
economies
Some sectors
are facing
massive changes
• Automation of tasks
• Change of job roles
and demands
New business
opportunities
arise
constantly
The economy
is changing
rapidly
Constant, rapid change
becomes normality
VUCA (volatile, uncertain,
complex, ambiguous)
Knowledge intensive
services gain importance
Value of human capital
raises
• Knowledge
• Skills
• Creativity
Demograph
ic change
Long term structural
changes
• People live longer
• Birth rate under 1.7
children per woman (OECD)
• Shortage of potential
workforce
• War for talents
• Older workforce
Retirement of babyboomers is ongoing
• Risk of loss of (tacit)
knowledge
• Knowledge transfer
• Succession planning
Social
changes
New generations enter the labor
market
• Majority of workforce “Millennials”
(Gen. Y)
• Generation Z starts now
• Generation Alpha will enter in 5-10
years
New generations will work in
jobs that do not exist today
Values are changing
• Technology becomes normal/ more
important
• Work-Life Balance more important than
career
• Eco-Awareness
Talent
Management
4.0
• People & technology become more
important
Talent
Managemen
t 4.0
• Organisations and their people
need to become
• Open to learn and develop
• Agile and flexible
• Tech-ready
• Digital competent
• Resilient
• Sustainable
• TM-Strategy and actions need to
reflect the above in order to
attract, identify, develop and
retain the right people for the
right positions.
Talent Management
Assessment Tools
• Performance Appraisal: A measurement
of actual results achieved within
those areas for which the employee is
held accountable and/or the
competencies deemed critical to job
and organization success.
• Potential Forecast: A prediction of
how many levels (organization/job) an
employee can progress within an
organization based on his/her
past/current performance appraisals,
training and development needs, career
preferences,
and actual and projected competency
levels.
Talent Management
Assessment Tools
• Measurement Scales for Performance
and Potential:
• The most common scale for
performance measurement is:
greatly exceeds expectations (5),
exceeds expectations (4), meets
expectations (3), below
expectations (2), greatly below
expectations (1).
• The most common scale for
potential assessment is: high
potential (5), promotable (4),
lateral (3), marginal (2), none
(1).
• Core/Institutional Competencies
Talent
Developme
nt
Approache
s
Talent
Developme
nt
Approache
s
Human
Resource
s
Planning
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