Talent Management

6-Key-Pillar

人才管理
全方位六大支柱

PHYLIS WONG 黄舒庭

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 人
People
• Past roles: Country Leader, GM, HR Manager, Training & Development
PHYLIS WONG 黄舒庭
Manager, Operations Manager, Store Manager, Headhunter, Bank Officer
Founder & Managing Director
• Luxury Business Solutions Sdn Bhd • Bachelor Degree in Business, University of Strathclyde
• Agensi Pekerjaan LBS Sdn Bhd • Master Degree of Applied Psychology in Coaching, HELP University
• VP Talent Consulting
• Certified HRDF Trainer
• People Transformation • Certified Professional Coach (CCA-ICF)
• Talent Search
• Certified Executive Coach by Marshall Goldsmith Leadership
• Talent Development
• Executive Coaching • Certified Practitioner of Global Leadership Assessment (GLA 360)
• Clinical Hypnotherapy • Specialist Certificate in Clinical Hypnotherapy

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 6-Key-Pillar Talent Management
Talent Planning Reward Management

Performance
Job Architecture
Management

Talent Acquisition Career Management

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 Your expectations…

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 What have changed in
HR/ People Management
over the past 10 years?

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 What have changed in HR/ People Management over the past 10 years?
• Task vs People (Employee-Centric Approach)
• An operations unit vs Strategic business unit (Business Partner)
• A department vs Mindset & approach at all levels
• Cost vs Resources & Investment
• Emphasis on Diversity & Inclusion
• Technology Integration
• Data-Driven Decision Making

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What about the MINDSET behind enterprises’
talent management?
Mindset: self-conceptions: The New Psychology of Success

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 Some questions for thoughts…
• How do you define and prioritize talent within your organisation?
• How do you actively plan and execute your investment in your Talent?
• How do you recognize and reward individuals/teams that perform well?
• How do you support and foster a culture of continuous learning and growth?
• Have you consider the potential consequences of overlooking and undervaluing
the talent of your organisation?
• How do you feel…

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People no longer want to work for a company;
they want to work with a company.

Are you ready to partner with your talent?

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 Talent Planning
Align talent plans with business strategy and goals to meet organization’s
current and future talent needs

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 Spiritual Level
Vision, Mission, Value, (Culture)

Business Level
Strategy, Mid-Term Plan, Long-Term
Plan, Yearly Focus

Team Level
Structure/Talent Planning, Job Architecture, Talent
Acquisition, Performance Management, Reward
Management, Career Management

Execution Level
Communication, Review & Continuous
Improvement, Leadership

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 Talent Planning
1. Business Direction
Vision: Target: short-, medium- & long-term. 4. Current Talent Condition
Customer: Existing & future customer behavior Current talent competencies, diversity, mindset,
etc C&B, etc

2. External & Internal Factors 5. Future Talent Profile

Internal: Future expansion/ narrow the scale, Future competencies, diversity, developmental
process modification etc. External: Business trend, goals, etc. Expectation of gender distribution, ideal
economic condition, changes in market etc. age distribution, salary expectation, diversity, etc.

3. Talent Prospect (Talent SWT analysis)

Talent required: competencies, diversity, market, ➢ strengths, weakness, trends
demand, etc.

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 Case: Hiring for your future talent needs — now
Challenge:
-scarcity of relevant talent
Luxury retail: Country GM -to fulfil the requirements, targeted talent salary @ 2X
- To elevate MY team, customers and business -cultural fit
Results:
➢ Internal & external factors
➢ Talent prospects
➢ Current talent condition
➢ Talent SWT
➢ Future talent profile

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 Job Architecture
systematic organization and structure of jobs within an organization
(categorizing jobs, defining their levels, and establishing career paths,
succession planning)

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 wrong person
@
wrong job！
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 Job Architecture
o Job Families
o Job Levels
o Job Analysis
- Job Descriptions & Specification
o Job Evaluation
o Career Paths

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 Job Analysis

Job Description

Job Specification

HR planning Recruitment& Training & Job Evaluation Remuneration

Selection Development

Performance Risk Career

Management Management Management

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 What is Competency?

eg: professional, technical,

Knowledge Product, market…

Skills/
eg: personality, Attributes Ability eg: problem solving,
mental wellness,
analytical, communication,
attitudes…
leadership…

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 What is beneath Competency?

Foundation: Competencies
Piling: Behaviour
Beliefs, Values, etc…
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 Case：

Lots of Talent not

unqualified interested in EAR: 48%!
applicants us!

18 hc → RM120million, grow local clientele by xx%, new category goals, etc

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 EAR <20%!

The right
talent!

Great
results!
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~ 2 years
 Case：

Job Architecture:

(1） Customer Relations Manager (new role)

(2) Sales Associate (existing role)

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 Talent Acquisition
identify + attract + assess + hire talent
ensure the right people in the right roles to achieve organisation goals

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 Talent Acquisition vs Recruitment
招聘 vs 人才招募

Recruitment

Others:
Recruitment marketing, etc

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Company Talent Mindset Employer Branding Candidate Journey

Role Analysis Job Description Hiring Calendar Talent Sourcing

Pre-Boarding
Job Offer Role Structured Selection
Strategy Communication Process
On-Boarding

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Q: Have you calculated your cost on a wrong hire?

If yes, what is the cost?

If no, what do you think could be the cost?

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 McKinsey 2017

The Right Hires

+400% The Right Hires are 400% more

productive than the average ones.

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 Employer Branding

How do feel about working in

Google?

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 Employer Branding = Recruitment Marketing

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 Employer Branding
EB
strategy
能见度 Visibilities

6-Pillars
吸引 Attractions

org reputation & personality

故事 环境,社会和治理 员工品牌
Stories ESG Employee Branding

org culture
愿景，使命，价值
Vision, Mission, Value

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 73% passive job seeker
15% satisfied with current job
12% active job seeker

人才招揽
TALENT SOURCING

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Reward Management identification, development, and implementation of various types of
rewards and recognition systems to motivate and retain employees

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 How would you pay?
Position X
market salary range:
➢RM5,000 to RM9,000

market benefit range:

➢low, okay, mid, good, outstanding

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 Strong
• Organizational Commitment
• Relationship with Supervisor
• Job Satisfaction
• Job Design
• Satisfaction of Expectation
• Job Performance
• Promotion Opportunities
•
•
Training & Development
Job Quality of Communication in company
Why Talented
•
•
Scope
Work Group Cohesion Employees
Stay?
• Children
• Co-worker Satisfaction
• Participation in Decision Making
• Satisfaction with Supervisor
• Age
• Pay
• Outcome Fairness
Weak • Pay Satisfaction…

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 2022 1. Toxic company culture (62%)
2. Low salary (59%)
Top 5 3. Poor management (56%)
4. Lack of healthy work-life boundaries (49%)
Reasons 5. Not allowing remote work (43%)

Talent Source: Forbes (May 2022) (Flexjobs)

Leave…
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平等

Internal & External

公平

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 Total Reward 总奖励
Common Examples Reward Elements Definition
•Quality of Life & Work Other Noncash Total Reward
Intrinsic •Positive work environment
Rewards
•Development. Affiliation 总奖励
内在的 •Decision making autonomy 其他非现金奖励
•Cars Perquisites
•Clubs
•Counseling
福利待遇
•Contracts 薪酬总额
Extrinsic

TOTAL REMUNERATION
•Retirement Benefit
外在的: •Health & Welfare
福利
•Time Off w/Pay

TOTAL REWARD
•Statutory Programs
all things onto which we
can assign a monetary •Stock/Equity Long-Term Variable
value •Cash 直接现金总额
长期变量
我们可以为其分配货币价 •Incentive(Long-Term)

TOTAL DIRECT
值的所有事物
•Incentive(Short-Term) Short-Term Variable

CASH
TOTAL
•Bonus/Spot Awards
•Contract
短期变量

CASH
•Base Salary Base Cash 总现金
•Hourly Wages
基本现金

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 Flexible Benefits

Golden Handcuff

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 Case：

Lots of Talent not

unqualified interested in EAR: 48%!
applicants us!

18 hc → RM120million, grow local clientele by xx%, new category goals, etc

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Performance Management
define PMS + PM matrix, clear behaviour aligned with company values and goals
enhance employee effectiveness, productivity, and overall organizational performance

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 How performance management is
practised @ your company?

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 Performance Management
➢ Goal setting
➢ Performance Planning
➢ Ongoing Communication
➢ Performance Evaluation
➢ Feedback and Coaching
➢ (Training and Development)
➢ Rewards & Recognition
➢ Continuous Improvements
• performance appraisal: focuses on the individual;
• performance management: include organization strategic goals

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 KPIs
SMARTER

Tools
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 Continuous Performance Conversations …

• Weekly 121 conversations • Monthly 121 conversations • Quarterly peer-reviews

Managers and direct reports Managers and direct reports Peers evaluate each other on
discuss hot topics, obstacles, connect on more operational performance, attitudes,
or frustrations that impact issues such as team behavior, team dynamics,
immediate jobs cohesion, processes, or value they bring to the team
collaboration (form)

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High
Mysterious Growth Star Diamond
wrong job/role? precious talent, top talent, reward,
wrong manager? challenge, develop, recognize, promote,
require intervention recognize, reward develop, succession

Dilemma Contributor High Impact Star

POTENTIAL

require more motivate, engage, strong contributor,

Talent
challenges? reward challenge, reward, Box
Require coaching grow, motivate

Under Specialist Expert

Performer engage, focus, Retain, reward,
performance mgt motivate developing others
exit
Low High
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 Career Management
Ultimately for whom?
aligning personal career aspirations with organisational goals is vital

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 Key challenges and trends in talent management:

• Global Talent Shortage • Diversity and Inclusion

• Employee Engagement and • Agile Talent Management:
Retention (eg: job rotations, project-based assignments,
and gig economy partnerships)

• Succession Planning • Technology and Data Analytics

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 CAREER MANAGEMENT

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 Cases：

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 Thank you

Luxury Business Solutions Sdn Bhd

Agensi Pekerjaan LBS Sdn Bhd
VP Talent Consulting
+6012-2122899 (Phylis)
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