Talent Management IMPACT Results of a global study Tilburg University and Accenture
Dr. MariĂŤlle Sonnenberg Vera van Zijderveld
Key findings in this white paper
2
Talent Management IMPACT: an introduction
Challenges with Talent Management IMPACT mentioned by Chief Talent Officers in this study: Ĺ B NVMUJ HFOFSBUJPOBM XPSLGPSDF Ĺ BO FOEVSJOH TIPSUBHF PG IJHI quality staff Ĺ B TIJGU PG GPDVT UPXBSET CFJOH BO attractive employer in the labor NBSLFU Ĺ GVSUIFS EFWFMPQNFOUT PG technology enabling more flexibility in employment relationships Ĺ JODSFBTJOH HMPCBMJ[BUJPO Ĺ PGG TIPSJOH PG 4IBSFE 4FSWJDFT
Visiting assistant professor HR Studies at Tilburg University
3
Most employees (91% talents; 82% ‘other’ employees) consider themselves as ťUBMFOUŦ GPS UIFJS PSHBOJ[BUJPO BMUIPVHI UIF PSHBOJ[BUJPOT DMFBSMZ UIJOL PUIFSXJTFŮ 5JNF UP IBWF B MPPL BU UIF IMPACT of your Talent Management approach?
place
Current top three Talent Management goals Å HSPXJOH GVUVSF TFOJPS NBOBHFST leaders Å NFFUJOH GVUVSF TLJMMT SFRVJSFNFOUT Å EFWFMPQJOH IJHI QPUFOUJBM employees
4
Ingredients to improve Talent Management IMPACT
FIGURE 1. THIS STUDY’S OVERALL BUSINESS CASE FOR TALENT MANAGEMENT
5
*OWFTU JO 5BMFOU BOE 8PSLGPSDF Analytics
This study shows that analytics helps ZPV NBLF UIF SJHIU 5. DIPJDFT GPS ZPVS PSHBOJ[BUJPO 5IJT LJOE PG EBUB JT FBTZ UP PCUBJO XIJMTU the added value of analytics is apparent throughout this whole study.
This results of this study show that most PSHBOJ[BUJPOT VTF TJNQMF NFUSJDT BOE anecdotal information to evaluate the FGGFDUJWFOFTT PG UIFJS 5. QSBDUJDFT TVDI as : ŠSFUFOUJPO PG ťIJHI QPUFOUJBMTŦ ŠGFFECBDL GSPN MJOF NBOBHFST ŠJNQMFNFOUBUJPO PG GPSNBM succession plans This means there is ample room for improvement by employing more advanced BOBMZUJDT UFDIOJRVFT TVDI BT QSFEJDUJWF BOBMZUJDT PQUJNJ[BUJPO BOE TJNVMBUJPO 6
2. Clearly communicate promises and solid management of misperceptions "MUIPVHI PSHBOJ[BUJPOT WBSZ JO IPX UIFZ EFGJOF UBMFOU TPNF JNQPSUBOU JOHSFEJFOUT PG UIF CVJMEJOH CMPDLT GPS B UBMFOU EFGJOJ tion with IMPACT are the degree of: Ĺ DPOUFYU EFQFOEFODZ Ĺ WBMVF BEEJOH Ĺ TDBSDJUZ Ĺ SFQMBDFBCJMJUZ
1. Talent definition Most employees (91% talents as depicted -
leads to, among others: a higher perceived
2.
5. QSBDUJDFT -
Talent Strategy:
to the strategy chosen for Talent Manage-
-
Do you employ an inclusive or exclusive Talent Management strategy? Our findings show that with an inclusive strategy all employees (talents and other employees) experience higher fulfillment of their psychological contracts; are more DPNNJUUFE IBWF B MPXFS JOUFOUJPO UP MFBWF BOE QFSDFJWF UIFJS DPOUSBDU BT MFTT SFQMJDBCMF JO PUIFS PSHBOJ[BUJPOT 7
5IJT ZFBSŦT NPTU FGGFDUJWF 5. QSBDUJDFT ŠTVDDFTTJPO QMBOOJOH ŠJO IPVTF EFWFMPQNFOU QSPHSBNT ŠEFHSFF GFFECBDL *OUFSFTUJOHMZ UIFTF BSF OPU UIF QSBDUJDFT that are used most by the participating PSHBOJ[BUJPOT 5IFTF BSF FYUFSOBM coaching; courses at external facilities; BOE WJUBMJUZ BDUJWJUJFT
FIGURE 2. PROCESS MODEL OF TALENT MANAGEMENT EFFECTIVENESS (INSPIRED BY THE WORK OF WRIGHT& NISHII, 2004)
8
3. Top leadership involvement is essential GPS SFBMJ[JOH NBYJNVN *.1"$5
More than 13% of all employees see the PSHBOJ[BUJPO BT CFJOH NPTUMZ SFTQPOTJCMF for developing their talent.
PG UIF QBSUJDJQBUJOH PSHBOJ[BUJPOT SFQPSUFE UIBU BDUVBMMZ UIFSF XBT MJUUMF attention paid to Talent Management by UPQ NBOBHFST JO UIFJS PSHBOJ[BUJPOT 9
Levers that will realize additional Talent Management IMPACT
1.
Improving employees’ opportunity to perform
the opportunity to perform.
Talent Management is most effective XIFO JU GPTUFST UIF FNQMPZFFTŦ BCJMJUZ NPUJWBUJPO BOE PQQPSUVOJUZ UP DPOUSJCVUF to effectiveness.
1FSGPSNBODF G " . 0
" "CJMJUZ . .PUJWBUJPO 0 0QQPSUVOJUZ
FIGURE 5. THE EFFECT OF OPPORTUNITY TO PERFORM
-
The results show that:
-BDL PG PQQPSUVOJUZ UP QFSGPSN JT POF PG the top reasons talents leave your PSHBOJ[BUJPO
11
2.
Enabling employees to craft their jobs
Our results show:
Talents engage 12% more in job crafting behavior
Employees that craft their job feel more energetic 12
/FHPUJBUJOH J EFBMT
FIGURE 8. I-DEALS FREGUENCY AND DISTRIBUTION
The RESULTS SHOW:
13
FIGURE 9. I-DEALS TOPICS
+PC DSBGUJOH PQQPSUVOJUZ UP QFSGPSN BOE J EFBMT BSF JOGMVFOUJBM DPODFQUT GPS improving Talent Management IMPACT in ZPVS PSHBOJ[BUJPO
THE RESULTS SHOW:
&NQMPZFFT XIP BSSBOHF J EFBMT BSF NPSF committed
Individual deals are made already in your PSHBOJ[BUJPO XIFUIFS ZPV LOPX JU PS OPU There is a lot to gain in managing this process purposively.
Talent Management
Talent Management strategy r
Well-being
15
Research method
FIGURE 10. THE RESEARCH MODEL
16
17
Key references
18
Contact details Å
%S .BSJ©MMF 4POOFOCFSH
Å
7FSB WBO ;JKEFSWFME .4D
19