Talent Management in Turbulent Times : Internal Talent Identification and Strategic Hiring
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Transcript of Talent Management in Turbulent Times : Internal Talent Identification and Strategic Hiring
Talent Management in Turbulent Times :
Internal Talent Identification and Strategic
Hiring
Talent : Defined
• What is Talent??
– Individual with a natural aptitude or skill
– Individual with a special ability that he applies to do
something well
– Individual having capacity for achievement or success
in the chosen area
Talent : Defined
• BPCL’s definition of Talent :
– a high Performing individual with the Potential to
rise and succeed in more senior and critical positions
Potential Defined : The Evolution
Physical Attributes
IQ, experience and past
performance
Competency Based
Potential
In the Current VUCA environment (Volatile, Uncertain, Complex, Ambiguous), competency based models are becoming inadequate indicators
As per Oxford dictionary, potential is defined as ‘Latent qualities or abilities that may be developed and lead to future success or usefulness’
Pre 20th Century, choices were made based on physical attributes; for eg: for the construction of Pyramids, to dig a canal or harvest crops, we chose the fittest, healthiest and strongest people
During 20th Century, work was getting standardized. Most roles were relatively similar across companies and industries. Therefore past experience was a good indicator
Post 1980s, Technological evolution and industry convergence made jobs more complex. Therefore jobs were decomposed into competencies
Potential - redefined
“The first indicator of potential we look for is the right kind of
motivation: a fierce commitment to excel in the pursuit of
unselfish goals. High potentials have great ambition to leave
their mark but they also aspire for big, collective goals, show
deep personal humility and invest in getting better at
everything they do”
by Claudio Fernandez – Araoz
Senior Advisor Egon Zehnder
HBR June 2014
Potential in BPCL
ABILITY
ASPIRATION
ENGAGEMENT
The extent to which an individual wants and desires: Prestige & Recognition Advancement, Influence Financial Rewards Overall Job Enjoyment Willingly adjusts work-life balance
A combination of innate
characteristics and learned skills that an employee uses to carry out their day-to-day work
An employee’s engagement
results from their emotional and
rational commitment to the organization
Turbulence Deconstructed
• Challenges for HR : Global Perspective
– Globalisation
– Demographics
– Leadership Pipeline
• Challenges for HR : Indian Perspective
– Demographics
– Challenging market conditions/Opening up of markets/deregulation
– Skill /Capability gap
– Leadership pipeline
– Entry level Attrition
– Expectation gap of millenials
– Capability to identify talent
Expectations of High Potentials
Autonomy: The freedom to direct our lives
Mastery : Craving, desire to excel
Purpose : Search for meaning, the yearning for our work to
serve something larger than ourselves
Stretch: Challenge, pushed to the edge of the boundary of
current level of competencies
Transparencies and Fairness: Consistency and coherence in
management signals particularly in HR processes
The BPCL way
• Reinvented our definition of culture and values
• ASCEND
• Learning Framework
• Integrated Career Development Framework
• Coaching
• Innovative Learning Forums
• Higher studies : S P Jain
• Forums for youth
What we look for while hiring
The Growth Factor Inventory (GFI) solves a key problem that
organizations face in assessing the potential of the prospective
hires at the entry/junior level.
Eagerness to Learn
Breadth of Perspective
Understanding others
Personal maturity
What Next?
Stabilise, refine and mature in these processes
Leverage technology
Develop line managers as coaches
The Vision
• We are the most admired global energy company leveraging talent and technology
– We enable employees realize their true potential
– We build organizational capabilities for achieving breakthrough results
and global aspirations.
• We are a great organization to work for
– We have people who are highly engaged, empowered and energized
• We are a learning organization
– We build organizational agility for change
Thank You
The internal demographic profile of BPCL
744
230
50 73 116 103 105 30
52
441
188 67
65 72 103
53
0
101
390
165 112 144 176
123
1 2
45
98 190
196
215
155
0 0
2
12
75
143
180
123
0 0
1
14
83
137
116
0 0
5
53
62
0
17
38
0
7
18 5
< THAN 25 YRS 25 TO 30 YRS 30 TO 35 YRS 35 TO 40 YRS 40 TO 45 YRS 45 TO 50 YRS 50 TO 55 YRS > THAN 55 YRS
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