Basics of Talent Management: Talent- engine of new economy, difference between talents andknowledge workers, leveraging talent, the talent value chain, elements of talent friendlyorganizations, talent management process, Talent Management System - Components andbenefits of Talent Management System; creating TMS, challenges of TMS, Building blocks oftalents management: competencies - performance management, conducting performancereviews, Appraising executive talent, selecting the right appraisal.
Talent Planning - Concept, succession management process, Integrating succession planningand career planning, designing succession planning program, strategic accountability approachin developing the workforce, balanced scorecard, talent development budget, contingency planfor talent; building a reservoir of talent, compensation management within the context of talentmanagement, CEO Succession planning,
Developing and Retaining Talent - Potential identification and development, coaching forsustained &desired change, integrating coaching, training and development with talentmanagement ,employee retention- motivation and engagement, Return on talent; age of analytics,making outplacement as a part of talent strategy, developing talent management informationsystem
Competency mapping: Concepts and definition of competency; types of competencies,competency based HR systems, competency and performance, 5 level competency model,developing various competency models, how competencies relate to career development andorganizational
Methodology of competency mapping : competency model development ,competency models,people capability maturity model ,developing competency framework , competency profiling ,competency mapping tools , use of psychological testing in competency mapping , competencybased interviewing , assessment of competencies through 360 degree feedback, BEI, CIT,validation of competencies
Measuring Performance: background and approaches to performance assessment, competencybased performance assessment, diagnosing reasons for performance problems, designing aneffective performance management systems, sources of errors in performance measurement.
Assessment and Development Centre : concepts , importance and uses of assessments centre inselecting employees , difference between assessment and development centre, assessment centreapproach to competence building , profile of the assessors, steps in assessment centre, designingthe assessment centre. Assessment techniques at a glance: Management games , in basketexercises , role plays , written exercises, job simulations , individual presentations ,psychometric tests , interviews ; documentation in atypical assessment centre; preparation ofassessment centre report.Teaching Methods:Lectures, Management Games, Exercises, Assignments, Discussions, Case study, Seminars, RolePlay & Process lab.Lab:• Students are expected to conduct a study on how talents are acquired and retained – invarious industries – and various strategies followed by the respective companies.• Discussion on \"How to have/ evaluate the performance of the MBA students\"• Ask the students to find out the best employer surveys conducted during the past one yearand make a presentation.• Identify the important positions in your college or any other organization and ascertainthe measures if any taken to develop second line of leadership• Ask the students to collect data about the position of principal, director, and otherteachers in your college and prepare a competency dictionary for the said positions• Presentation by students about the competency directory profiling of various positions.• Ask the students to role play the behavioural event interview to collect data forcompetency mapping for the position of management professor.• Presentation by students about the competency directory profiling of various positions.