Testimonials

1
Testimonials This Page will be added on in
the future For Now Talent Management Our
Experience in MAS-TRAC
2
Why in MAS-TRAC ?

• Talent immigration (Both local and expatriate
  employees are attracted by our local competitors
  and from the neighboring countries).
• Expected boom in the local job market in view of
  major projects

3
Talent Management Process
Retain
Attract
Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
4
MAS-TRAC Definition

• Attract, develop, motivate and
• retain the talent that our customers
• Need.

5
MAS-TRAC Focus

• - Make the Attraction and Retention of talents
• -Creation of a Pool of Committed and Competent
  workforce
• - Create the Notion of Best Place to work
• Plus Notion of Equal Opportunity Employer
• Also Notion of Employer of Choice

6
Talent Management Process
Retain
Attract
Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
7
MAS-TRAC Attraction Strategies

• Develop the Employer branding Creation of brand
  image of the organization for perspective
  employees,
• Creating a Great Place to Work Employer of
  choice and Equal Opportunity Employer
• Develop Professional and Ethical Recruitment
  process
• Develop Pragmatic Selection methods
• Introduction to the organization (Ambassador of
  the organization)
• Reduce Attrition from the organization

8
MAS-TRAC Employer branding

• Employee to believe that organisation is
• is transparent, fair, helpful and concerned
• offers opportunities for growth career growth
• has work-life balance
• has pro-active leadership
• has a range of management practices that help
  staff feel valued, productive and listened to
• effective employee development programs
• benchmarks its approaches

9
MAS-TRAC Recruitment process

• Defining the requirements.( Scientific Human
  Resource Planning - HRP)
• Attracting candidates.
• MAS-TRAC Modes of attraction.
• Advertising.
• E-recruitment.
• Outsourcing recruitment.
• Visit campuses of education and training
  establishments.
• Scientific selection process.

10
Talent Management Process
Retain
Attract
Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
11
MAS-TRAC Development Strategy

• Identification of our Customers required skills.
• Active Management of Learning.
• Equipping employees with skills, knowledge and
  competences required to undertake current and
  future tasks required by the organization to
  attain its goals.
• (Skill gap bridging)
• Developing Intellectual Capital to meet present
  and future needs as the human capital of an
  organization is a major source of competitive
  advantage.

12
DEVELOPMENT IMPACT
10
20
70

• Training
• Work shops
• E-learning

• Development in
• role

• Leadership
• Co-workers

• Transfer of
• Learning
• Development of
• Learning culture

• workplace
• learning
• Projects
• Stretch
• assignments
• Role
• enlargement
• Job change

• Feedback
• Coaching
• Mentoring

Training-based
Experienced-based
Relationship-based
13
MAS-TRAC Training Policies

• Systematic training Training Needs Analysis
  (TNA) competency based
• On-the-Job-Training (OJT)
• Types of training
• IT Skills
• Management Development Training Programmes
• Interpersonal skills, example Leadership, Team
  Building and Group Dynamics
• Personal skills, example Assertiveness, Coaching,
  Mentoring, Guidance, Advising, Communicating and
  Time Management
• Training in organisational procedures or
  practices, example induction, health and safety,
  performance management
• E-learning

14
MAS-TRAC Career Planning

• That translates into
• Individual Career development programs (IDP)
• Management Development Programmes
• Career Counseling, Guidance, Advising and
  Mentoring programs

15
Deploy

• That translates into
• Maximum utilisation of capability
• Optimum alignment and engagement with the
  business.
• Improved performance and commitment.

Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
16
Talent Management Process
Retain
Attract
Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
17
Connect

• Building effective relationships with people by
• Treating them fairly institutionalisation of
  process and procedures.
• Recognizing their value contribution
• Giving them a voice, listening to them and
  empowering them.
• Providing growth opportunities
• Thus achieving Talent Engagement
• Ensuring people are committed to their work and
  organisation

18
MAS-TRAC PAS - Performance Appraisal System
(Performance)

• Building relationships with people.
• Identifying talent and potential.
• Planning learning development activities.
• Making most of the talent possessed by people.
• Increasing the motivation level by positive
  feedback and recognition.
• Line managers to carry out Risk Analysis of
  key staff to assess the likelihood of their
  leaving

19
MAS-TRAC Total Reward

• Financial and Non financial rewards
• Paying competitive rates
• Loyalty bonuses or Golden Handcuffs
• Retention bonus
• Variable pay
• Pension Scheme
• Results in employing and retaining talented
  employees
• Annual survey
• Employee Satisfaction (Climate) Surveys.

20
MAS-TRAC Career Management

• Shaping the progression of individuals within the
  organisation with reference to
• Organisational needs
• Employee success profiles
• Performance potential
• Preference of individuals
• Succession planning

21
MAS-TRAC Career Management

• Develop Assessment and Development Centres
• High Flyer Development Schemes
• Dealing with Plateaued Manager- got so far but
  cannot get further
• Dealing with Rising stars on the wane- reshape
  their careers

22
Talent Management Process
Retain
Attract
Develop
Commitment
Capability
ManagePerformanceAlignment
Deploy
Connect
23
MAS-TRAC Retention Strategies

• Maintain Company Image.
• Initiate Recruitment, Selection and Development.
• Leadership the maxim - Employees join companies
  and Leave Managers.
• Learning opportunities Engagement
• Performance recognition and rewards.
• Individual and independent projects.
• Individual contribution.

24
MAS-TRAC Retention Strategies

• Factors affecting retention strategies
• Early career employees ( under 30 years)-
  Career
• advancement
• Mid career employees ( 31 to 50 years)-
  Ability to
• manage careers and Job satisfaction
• Late career employees ( over 50 years)-Security

25

• .

MAS-TRAC Outcomes

• Which talent within our Customer to be targeted
  and where are they located. (Criteria for
  selection)
• Identification of talented employees needs,
  expectations and aspirations.
• Ideal team composition at all levels.
• Creation of brand image of the organization.
• Build a long term recruiting strategy.
• Robust recruitment process.
•  

26
Outcomes  
Outcomes

• Revamp introduction to and release from
  organization process.
• Proactive leadership at senior management level,
  manager level and supervisory level.
• Supervisors proactively promote and push talent.
• Robust attraction policy.
• Robust retention policy.
• Career management policy.
• Succession planning.
• Risk analysis strategy of key employees. (Leaving
  loss on business - cost of replacement)

       
27
Outcomes  
Outcomes

• Robust performance management process to make
  sure that potential is unleashed and not blocked.
• Robust total reward management policies.
• Selection and promotion procedures.
• Not to promote people into positions that they
  are not ready for High failure rate.
• Promote cross functional moves.

28
Outcomes  

Outcomes

• To achieve talent engagement formulate policies
  and build effective relationships with employees
  by
• Treating them fairly, helpfully, transparently
  and addressing their concerns.
• Recognizing their value and contribution.
• Giving them a voice.
• Providing growth opportunities.
• Train managers and team leaders to appreciate the
  contribution of their employees. (People often
  leave their managers rather than their
  organization)
•  
•  
•  

29
Outcomes  

Outcomes

• Create learning organization.
• Robust learning and development strategy and
  policies. ( Covering Learning, Education,
  Development and training)
• Job analyses and Competency design.
• Robust retention strategies.
• Strengthening the talent pool by investing in A
  players developing B players and acting
  decisively on C players.
•   

30
Outcomes

• Create a pool of committed and competent
  workforce.
• Notion of Best great place to work.
• Notion of Employer of choice.
• Notion of Equal Opportunity Employer
•  
•  
•