人才管理- Talent Management.pptVIP

* Empowering Employee Career Management Opportunity to develop new skills Work which is challenging Good career prospects/growth More opportunities to do what I do best Access to others across functions and at different levels * Retention Practices Data and Metrics Quality of hire Hire by source Bench strength in key staffing positions Voluntary and involuntary turnover Internal mobility Promotional levels (leadership development) Retention of High Performers * Companies using an Integrated Approach to Talent Management: 33% less likely to lose critical skill employees 18% less likely to losing top performers 18% more likely to be high performing organizations * How engaged are employees? 41% are working but not committed to doing their best 30% are actively disenchanted and disengaged and do the bare minimum 8% are totally disengaged 21% are engaged This costs USA business almost $325 billion per year!!!!! * Elements Contributing to Engaged Employees Career Development Company Leadership Employee Empowerment Employer Brand Company Vision * Employee Engagement and Profitability Companies with high demonstrated and verified employee engagement: 19% increase in operating income 28% increase in earnings per share Companies with low demonstrated employee engagement: 32% drop in operating income 11% decline in overall earnings per share * 11 Basic Components Driving Employee Engagement Senior management is sincerely interested in employee well-being Skills and capabilities have been improved over the last year Input into decision-making in department/team/business unit Setting high personal standards for performance Good relationship with supervisor or manager Agrees with and emotionally commits to company’s goals Company quickly resolves customer concerns Having excellent career advancement opportunities Enjoy challenging work assignments that broaden skills Company encourages innovative thinking Company’s reputation for social responsibility * New Talen