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Win Win
Approach to
Acquiring
Talent
SANDEEP RAO
Sessio
n5
Organizational
Strategy
Talent
Talent Acquisition
Acquisition Map
Map
HR/Workforce
Planning
Talent Evaluation
Plan for Advancement
Plan for Succession
Who to
Hire, Who
fits best?
Competen
cy Model
Bigger
Applicant
Pool
Employer
Branding
How to
Select the
right
Talent
Hiring for
Attitude
Portability of
Talent
External
market
Info.
Talent
Acquisition/
Recruitment
Evolution
Evolution of
of Competency
Competency Based
Based Approach
Approach
Precursor of Competencies -John Flanagan
(1954)
He invented Critical Interview Technique which was used to
probe skills. Flanagan did not use a word competency!
Competency
Competency vs.
vs. Competence
Competence
Competence
This refers to a set of
skills that an individual
must possess in order to
be capable of
satisfactorily performing a
specified job.
Competency
This refers to the
combination of
(Knowledge + Skill +
Attitude) which in turn
leads to a specific
behavior, which in an
organizational context is
expected to lead to a
specific work output**.
Defining/Identifying
Defining/Identifying Individual
Individual Competencies
Competencies
1.
2.
3.
4.
5.
Knowledge
Skills
Attitude
APPENDIX
APPENDIX11-- Performance
Performance Mapping
MappingAt
AtAdidas
Adidas
Competencies
Competencies used
usedat
at Maruti
MarutiSuzuki
Suzukiand
andHSW
HSW Ltd.
Ltd.
Hiring
Hiring for
for Attitude
Attitude
1. What You Know Changes, Who You Are
Doesnt (So easily!) Get the mix right! Attitude
vs. Knowledge and Skills
Hiring
Hiring for
for Attitude
Attitude
2. You Can't Find What You're Not Looking
For! And conversely put - You find what
you look for
How do we look for Attitude?
1. Move from Direct Questioning to
Behavioural Questioning in interviews
and other conversations
2. Watch people at work and then decide
3. Use Situational Cases
4. Get peer group to interview
Portability
Portability of
of Talent
Talent
Concept is an extension of
research on Human Capital
Skills by Nobel Laureate
Gary Becker
Portability Dimensions
1. General Management *HC
2. Strategic HC Ex: Cost
Cutting, Outsourcing, JVs
3. Industry HC
4. Relationship HC
5. Company Specific HC
*Human Capital
Case
Case Study
Study Recruitment
Recruitment of
of aa Star
Star
Case Source HBR
Case Synopsys
The case opens with a brief review of the
problems Stephen Connor is facing. Star
semiconductors analyst
Peter Thompson has left RSH, with no notice,
for a competitor.
An important deal with a semiconductor firm,
PowerChip, is coming up. Stephen must act
quickly to replace Peter, its about getting the
right replacement at the earliest.
Case
Case Study
Study Recruitment
Recruitment of
of aa Star
Star
Refer the Case Handout.
Case Source HBR
Thanks
Thanks for
for your
your time!
time!