TALENT MANAGEMENT CASE STUDY The Background

A country subsidiary in India of a MNC specialist pharmaceutical company has over 150 people supporting two main businesses visioncare and surgicals. The leadership group of the firm in India realized that the market conditions in India were at a strategic inflection point, similar to the space where the telecom industry was a decade earlier. They wanted the firm to be best positioned in the marketplace to take advantage of the future growth. What the organization realized was that to help take the advantage of this growth it needed to address two major challenges on the people management front. They were: 1. Increase retention specially at the middle management level 2. Get high talented performers ready for leadership levels. The organization reached out to Vyaktitva - a performance support consulting firm for a holistic approach and implementation help. The Vyaktitva Approach Vyaktitva approached the clients needs using its E power 7 approach. This was chosen as it helps to Unravel the real causes of the talent management problem or excavate an opportunity Co-create/ blue print and build ownership for a group intervention that is tailor fit for your needs Execute the intervention by walking the thin line on softer ground and measure impact Enshrine the created processes or benefits of intervention in the organization Phase I Excavate: The Vyaktitva consultants conducted one on one discussions with a group of employees across levels to understand the business. These discussions were conducted using Appreciative Inquiry to focus on the clients strengths. The consultants further studied all documents like Job Descriptions, the Performance Management System process as well as the Potential Management process. On analyzing the structure Vyaktitva came to the conclusion that the client had too many

unfolding the true elements of people and organizations

roles and competencies described. Vyaktitvas suggestion was to make it simple for people to comprehend and hence reduce the complexity. This was done at two levels. Vyaktitva Consultants helped the company HR to pare the competencies and work levels. Then these were presented to the Leadership team of the organization and in a workshop facilitated by Vyaktitva Consultants, a second level reduction was done by the Executive Committee to finally arrive at 4 work levels and 8 finalised competencies. In the same workshop Vyaktitva Consultants helped the Executive Committee to also articulate the various behavioral indicators to display the competencies at different levels. After the leadership workshop Vyaktitva consultants refined the various competencies and their level wise behavioral indicators to make them easy to comprehend and apply. These finalized competencies and their behavioral indicators were then verified by Vyaktitva consultants by doing workshops with high potential employees at each level and then finalized. Vyaktitva after clarifying the competency framework designed the process the process of career development which covered - The overall principle of the talent management framework - to ensure that all employees take ownership of their own career journeys - how a leader would identify different levels of talent readiness Specific time frames were defined to move to the next level - A key principle for the process of development was learning through real life where we recognized that 70% of learning happens on the job, 20% is directed by a mentor/coach and 10% by attending formal learning sessions. Vyaktitva then put all these together in a ready reckoner book which soon became the bible for talent and career development in the organization. This was done by training key people on the talent management framework, who then trained other employees which contributed to a huge level of energy being generated in the organizational system. This was a followed up with a Counselling workshop for selected leaders who would act as career counselors to employees after which they started conversations around designing critical experience projects which their counselee would implement for competency development. Review Process

unfolding the true elements of people and organizations

To keep a track of the project the Vyaktitva consultants have a Monthly project review with Executive Leadership committee of the client. Impact on the client

Employees now understand and grasped the competency framework for career development and what kind of behaviors are expected from them at each level. The employees across the entire organization now have a view on potential future career growth path and what they need to do to achieve that. The entire organization has moved to a developmental frame - which is focused on business impact for example, each employee has undertaken a developmental project which has a business impact.

unfolding the true elements of people and organizations