Talent management is defined as an integrated set of HR processes used to attract, develop, motivate and retain productive employees. The goal is to create a high-performance organization that achieves its strategic goals. Talent management focuses on identifying the competencies needed in the future as machines replace people for many tasks, and relationships between people and algorithms become more capable than individuals. As businesses rely on critical capabilities and relationships, competencies rather than people will become the core of talent management.

1. Talent Management Exploded
Ranjit Jose

2. TM Defined
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.

3. Source – Johns Hopkins University
Talent Management Model

4. PAUSE
• What is the basic unit of all life on Earth?
– Like Carbon, businesses need to identify the below
• What is the basic component of TM?
– Chaos
– People
– Competencies
– Capability
– Change
• Most would say People, but in today’s world steered ahead by technology, we
are on the verge of looking at Competencies as the basis of TM. This is
because, machines are replacing people in many areas and soon, algorithms
would work in tandem with people to create ‘Critical relationships’ that would
be more capable than people working in singularity.
• Since businesses are hinged on critical capabilities, ‘critical relationships’, that
result in competencies, and not people, will become the core of Talent
Management

5. WAR FOR TALENT
According to a yearlong study conducted by a
team from McKinsey & Co. - a study involving
77 companies and almost 6,000 managers and
executives - the most important corporate
resource over the next 20 years will be talent:
smart, sophisticated businesspeople who are
technologically literate, globally astute, and
operationally agile. And even as the demand
for talent goes up, the supply of it will be
going down.
Source - McKinsey

6. Source – WGU Tennessee

7. Source - Wikipedia
Competency based HR Practices

8. But McKinsey said People!
DID YOU KNOW?
• P-CMM and the Accenture example of Performance
Management and Beyond
• Amazon ECHO, Machine Learning , The internet of
things

9. So, how to leverage technology?
Example -
Marcus Buckingham’s Leadership development in
the Age of the Algorithm

10. And some challenges of technology…
• Rise of the Smart Machine
• New computational world
• New Media ecology
• Globally connected world
Case Study

11. https://in.linkedin.com/in/ranjitjose
ranjit.jose@gmail.com