OB unit 8

Unit 08: Talent Management, Orientation, Induction & Placement
TALENT
Talent means aptitude, skill, or the ability to perform a
particular work or job.
Talent Management refers to identification,
inculcation, utilization, and retention of a set of skills
or abilities of the employees in the interest of the
organization.
S. Borkowska defines talent as a “creative, enterprising
person with high development potential, being the lever of
growth in shareholder value”.
CHARACTERISTICS OF TALENT
The few characteristics which define talent are:
• Strategic thinking,
• Leadership traits,
• An entrepreneurial attitude,
• A performance-oriented approach,
• The ability to persuade,
• Teamwork,
• Emotional intelligence,
• Flexibility,
• A high tolerance to change, and
• Highly developed specialist technical skills.
TYPES OF TALENT
TALENT MANAGEMENT
Talent management is defined as the methodically organized, strategic process of
getting the right talent onboard and helping them grow to their optimal capabilities
keeping organizational objectives in mind.
• The process thus involves identifying talent gaps and vacant positions,
sourcing for and onboarding the suitable candidates, growing them within
the system and developing needed skills, training for expertise with a
future-focus and effectively engaging, retaining and motivating them to
achieve long-term business goals.
• It is thus the process of getting the right people onboard and enabling them to
enable the business at large.
TALENT MANAGEMENT
TALENT MANAGEMENT
SIGNIFICANCE OF TALENT MANAGEMENT
TALENT MANAGEMENT PROCESS
BENEFITS OF TALENT MANAGEMENT
BENEFITS OF TALENT MANAGEMENT
TALENT RETENTION
IMPORTANCE OF TALENT RETENTION
1.Employee turnover Management

2.Cost Effective
3.Increase Morale
4.Performance and Productivity
Maintenance.
IMPORTANCE OF TALENT RETENTION
STEPS TO RETAIN TALENT
ADVERSE EFFECTS OF POOR EMPLOYEE RETENTION
WAYS TO RETAIN EMPLOYEES
1. Get to know each other: Know their needs, share the feedback
regarding poor performance separately in office, see what motivates
them, work life balance etc.
2. Provide Constructive Feedback: Don’t give always bad feedback
always make it constructive by giving time etc.
3. Give employees a voice in decision making: They feel like that
decision is not forced but they have taken decision. Creates a sense of
belongingness and accountability in them.
4. Maintain open door policy: Allow them an open door if he is not
adjusting well and also if somebody wants to join the organization
then he should be welcomed.
TALENT ACQUISITION
TALENT ACQUISITION
RECRUITMENT/ TALENT ACQUISITION
SNO. Recruitment Talent Acquisition
1 One time process to fill vacancies Long term strategy to align people
resources with roles
2 Reactive measure for immediate Pro active strategy aligned with

business needs organizational goals
3 Primary focus on short term Focus on short and long term

performance metrics performance metrics
ELEMENTS OF TALENT ACQUISITION
TALENT ACQUISITION PROCESS
BEST PRACTICES OF TALENT ACQUISITION
Let's say you're hosting a Zoom meeting and want to assess your sales team's familiarity with the best sales tips.
Instead of giving them a traditional multiple-choice format, why not assess them through a fun Zoom meeting
game like a find-a-word game? During the meeting, share a grid of jumbled letters and challenge your team to
uncover the keywords related to sales tips. This makes the learning experience really interactive and enjoyable for
everyone involved.
SOURCES OF TALENT ACQUISITION
SOURCES OF TALENT ACQUISITION
ORIENTATION
ORIENTATION
KEY PURPOSE OF ORIENTATION
KEY PURPOSE OF ORIENTATION
QUESTIONS CONSIDERED FOR ORIENTATION PLANNING
QUESTIONS CONSIDERED FOR ORIENTATION PLANNING
STRATEGIC CHOICES BEFORE DESIGNING ORIENTATION PROGRAM
STRATEGIC CHOICES BEFORE DESIGNING ORIENTATION
PROGRAM
PROGRAM
1. General Orientation:
It includes guided tours in different departments of an organization, introduction with fellow employees, supervisors
and executives, information about the organizations’ mission, philosophy, achievements, and future plans, etc. Some
organizations have their printed manuals, which they give to their new employees to orient them with their induction
training programmes for a week or so. The purpose of such general orientation programme is to build a sense of pride
in the minds of the new employees and to create an interest in them about the organization.
2. Specific Orientation:
This is intended to help new employees to get acclimatized with their new work environment. The supervisor or the
departmental boss of the employee takes him to his place of work and imparts vocational guidance for his nature of
work. He is also told about the technology, environment, and other facilities available in the organization, prevailing
practices and customs and specific expectations from an employee. For executives and managerial employees, targets
and key result areas for each of them are given to make them aware of what organization expects from them.
3. Follow-up Orientation:
This orientation is conducted sometime after the initial induction of an employee, i.e., preferably within a period of
six months or so. The purpose of such orientation is to give guidance and counsel to the employees to ensure that they
are reasonably satisfied and gradually settling in the organization.
PROGRAM
PROGRAM
PROGRAM
ORIENTATION PROCESS
ORIENTATION PROCESS
ORIENTATION PROCESS
ORIENTATION PROCESS
ORIENTATION PROCESS
EVALUATION OF ORIENTATION PROGRAM
INDUCTION
INDUCTION
OBJECTIVES OF INDUCTION
1. Remove fears of new employee:
It assists the newcomer to know more about the job, policies, rules and
regulations of the organization, terms and conditions of employment.
2. Create a good impression:
It assists the newcomer to know more about the job, policies, rules and
regulations of the organization, terms and conditions of employment.
3. Act as a valuable source of information:
Induction serves as a valuable source of information to new recruits as it
assists him/her through employee manuals/handbooks and informal
discussions about what he is supposed to do and how is he supposed to
do it.
INDUCTION PROGRAM
PROCESS OF INDUCTION
ACTIVITIES UNDERTAKEN BY PERSONNEL DEPARTMENT
DIFFERENCE BETWEEN ORIENTATION AND INDUCTION
PLACEMENT
PLACEMENT PROCESS
PLACEMENT PROCESS
ADVANTAGES OF PLACEMENT
PRINCIPLES OF PLACEMENT
PRINCIPLES OF PLACEMENT
HOW TO MAKE PLACEMENT EFFECTIVE AND SATISFACTORY
1. Job Rotation:
Job rotation means transferring the employee from one job to another. This technique of rotating the employee among
different jobs in the department or organization enables the employee to satisfy his aptitude for challenging work so
as to enable the employee to match with his new job- assignment.
2. Teamwork:
Team-spirit is necessary among the employees. The team spirit comes from teamwork which allows employees to use
their skill, knowledge, experience, abilities etc. and minimizes the problems in placement.
3. Training and Development:
Continuous training and management of employees help each employee to acquire new skills and knowledge, based
on the re-designed jobs. This will also help in solving placement problems.
4. Job Enrichment:
Job enrichment provides the challenging work and decision-making authority to the employees. It gives an
opportunity to the employees to utilize their varied skills and help in solving placement problems.
5. Empowerment:
Employee empowerment relating to the job he does helps him to exploit his potentialities which he can use efficiently.
This will also solve the problem in placement.
DIFFERENCDE BETWEEN PLACEMENT AND INDUCTION
DIFFERENCDE BETWEEN PLACEMENT AND INDUCTION
In ______ orientation, the management has a structured programme which is executed when
new employees join the firm.
1. Informal
2. Formal
3. Serial
4. Divestiture
……….is a planned programme carried out to integrate the new entrant into the organization.
a) Formal Induction
b) Informal Induction
c) Serial Induction
d) All of the above

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Unit 08: Talent Management, Orientation, Induction & Placement

1.Employee turnover Management

2 Reactive measure for immediate Pro active strategy aligned with

3 Primary focus on short term Focus on short and long term

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