TALENT ACQUISITION IN MUNICIPALITIES Mr Luckie

Transcript:TALENT ACQUISITION IN MUNICIPALITIES Mr Luckie:
TALENT ACQUISITION IN MUNICIPALITIES Mr Luckie Sihlangu PRESENTATION OUTLINE Definitions Policy Framework Gains of Talent Management Challenges Recruitment & Selection Techniques Risk Mitigation Competency Assessment Capability & Skills Auditing DEFINITIONS Talent refers to “a natural ability to be good at something, especially without being taught or being good in a particular activity” Talent Acquisition is “ the ongoing strategy to find specialist, leaders or future executives for the organisation, it tends to focus on long-term human resource planning and finding appropriate candidates for position that require a very specific skillset” this is done through talent management DEFINITIONS CONT.. Talent Management refers to “a proactive design and implementation of an integrated talent driven organisational strategy directed to attracting, developing, engaging and retaining talent requirements as outlined in the workforce plan in order to ensure organisational sustainability and competitiveness” POLICY FRAMEWORK POLICY FRAMEWORK CONT.. GAINS OF TALENT MANAGEMENT Improved Service Delivery Reduction of costs (recruitment costs, re-training, relocation costs and lost productivity) Motivated employees following a progressive career path in line with aspirations and organisational objectives GAINS OF TALENT MANAGEMENT CONT.. Higher morale resulting in an engaged workforce working in a high performance culture Fairness and consistency through scientific measurement, development and monitoring of talent Higher retention rate of talent in terms of institutional memory ( i.e. Permanently appointing of Group and Divisional Heads) and attracting better skills CHALLENGES Insufficient pipeline of future leaders A lack of depth of internal candidates for critical roles especially technical skills Difficulties in recruiting top talent Salary expectations of candidates with critical skills become too high Appointment & Retention of People with Disabilities Insufficient budget for managing and developing talent Skills and capabilities required by the organisations in the near future are not developed CHALLENGES CONT.. A lack of compelling development case and opportunities for top talent Inability to engage, motivate nurture critical talent Talent Reviews & Performance management for compliance purpose than as business case Some Group/Divisional Heads appointed on fixed term not reporting to the City Manager Upper limits and different benefits for section 56 and non sec 56 earning more or less than the other at same level RECRUITMENT & SELECTION TECHNIQUES RECRUITMENT & SELECTION TECHNIQUES CONT.. RISK MITIGATION Structured Interviews (to avoid unintentional bias) Competency-based selection & prescribed testing tools (guarantee & ensure valid / reliable testing) EE / Labour during selection – observe (to avoid discrimination therefore ensuring equal opportunity) Some