Numerous attempts to formalize the talent management as a strategic practice by the corporate have been mostly focused on corporate framework, policies and overall organization model and systems to drive talent management and succession planning. Mostly talent management has been presented from a HR managers perspective. Major issue with such approaches is that it does not provide simple to use toolset to the direct manager to manage the talent, succession planning and bench strength. The practical approach to talent management starts with right pre-hiring process, on-boarding, performance evaluation and review of long-term potential. This paper presents a practical model with a set of processes and activities a direct manager need to perform to ensure management of key talent, ensure systematic development of succession plan and developing bench strength. This paper deals with practical aspect of talent management and succession planning from a direct supervisor perspective rather than from a HR managers perspective. A simplistic tested model has been presented to equip present day busy management professionals with the ability to align hiring, on-boarding, performance review and talent review practices with talent management goals.
:G$\backslash$:/INSIDE/PERSONAL DOCS BACKUP 8-22-2014/My papers publication/Published/Talent Management/Talent Management June 2011 upload/A systems model to Talent Management V9.0 website May 2013.pdf:pdf
%0 Unpublished Work
%1 Attri2009
%A Attri, Raman K
%B R. Attri Training and Learning Management Series
%D 2009
%K bench boarding management myown planning succession talent
%P 1--10
%R 10.13140/RG.2.1.1937.5444
%T A systems model to Talent Management, Staff Retention and Bench Strength
%U https://www.researchgate.net/publication/285587856
%X Numerous attempts to formalize the talent management as a strategic practice by the corporate have been mostly focused on corporate framework, policies and overall organization model and systems to drive talent management and succession planning. Mostly talent management has been presented from a HR managers perspective. Major issue with such approaches is that it does not provide simple to use toolset to the direct manager to manage the talent, succession planning and bench strength. The practical approach to talent management starts with right pre-hiring process, on-boarding, performance evaluation and review of long-term potential. This paper presents a practical model with a set of processes and activities a direct manager need to perform to ensure management of key talent, ensure systematic development of succession plan and developing bench strength. This paper deals with practical aspect of talent management and succession planning from a direct supervisor perspective rather than from a HR managers perspective. A simplistic tested model has been presented to equip present day busy management professionals with the ability to align hiring, on-boarding, performance review and talent review practices with talent management goals.
@unpublished{Attri2009,
abstract = {Numerous attempts to formalize the talent management as a strategic practice by the corporate have been mostly focused on corporate framework, policies and overall organization model and systems to drive talent management and succession planning. Mostly talent management has been presented from a HR managers perspective. Major issue with such approaches is that it does not provide simple to use toolset to the direct manager to manage the talent, succession planning and bench strength. The practical approach to talent management starts with right pre-hiring process, on-boarding, performance evaluation and review of long-term potential. This paper presents a practical model with a set of processes and activities a direct manager need to perform to ensure management of key talent, ensure systematic development of succession plan and developing bench strength. This paper deals with practical aspect of talent management and succession planning from a direct supervisor perspective rather than from a HR managers perspective. A simplistic tested model has been presented to equip present day busy management professionals with the ability to align hiring, on-boarding, performance review and talent review practices with talent management goals.},
added-at = {2017-12-10T10:36:21.000+0100},
author = {Attri, Raman K},
biburl = {https://www.bibsonomy.org/bibtex/2f863032dda0b2ae69884bc2ec3296c68/rkattri},
booktitle = {R. Attri Training and Learning Management Series},
doi = {10.13140/RG.2.1.1937.5444},
file = {:G$\backslash$:/INSIDE/PERSONAL DOCS BACKUP 8-22-2014/My papers publication/Published/Talent Management/Talent Management June 2011 upload/A systems model to Talent Management V9.0 website May 2013.pdf:pdf},
interhash = {09e4f8bb86300e4b3f6edcb43958fade},
intrahash = {f863032dda0b2ae69884bc2ec3296c68},
keywords = {bench boarding management myown planning succession talent},
mendeley-tags = {bench strength,boarding,succession planning,talent management},
pages = {1--10},
series = {R. Attri Training and Learning Management Series},
timestamp = {2017-12-10T10:41:35.000+0100},
title = {{A systems model to Talent Management, Staff Retention and Bench Strength}},
url = {https://www.researchgate.net/publication/285587856},
year = 2009
}