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TM-H17
MBA (HRM) 2017-19 : Term-V

Talent Management

COURSE OUTLINE
Credits3
Faculty NameProf. Mousumi Padhi
ProgramMBA (HRM ) 2017-19
Academic Year and Term2018-19, Term-V

Course Overview and Objective:

In today’s organizations the role of Human Resource Management is undergoing a major transformation. The new role of Human Resources Management demands an outlook that differs considerably from the compliance mind-set. As HRM becomes strategic in nature, HR practitioners are expected to be experts on leveraging human talent within their organizations for the purpose of achieving competitive advantage. Attracting, nurturing, utilizing and multiplying talent and retaining intellectual capital are critical determinants of a firm’s success. Companies need cultures and systems in which individuals can use their talents. In this the role of the HR manager becomes critical as they are responsible for leveraging the human capital of an organization in ways that create not only revenues, profits, and growth, but also create a unique place to work.

The course intends to familiarize participants with experiences in identifying; attracting, retaining, engaging and multiplying talent. In this course the students would develop a talent management plan for an organization. They would be expected to apply and integrate know how from across HR functions. The course is also geared to provide insights into some of the contemporary issues in talent management.

Learning Outcomes:

At the end of the course, the participant should be able to

· Understand how talent is defined
· Identify the different approaches to talent management
· Understand the elements of talent acquisition and maturity levels of the talent acquisition systems
· Gain an insight into employee engagement and employee retention mechanisms
· Understand the linkages between various HR sub-systems for talent management

Tentative Session Plan:


Session No.

Topic

1,2 and 3

Overview of Talent Management: Basic Understanding of People and Talent· Deconstructing the concept of talent
· Approaches to talent management in the organizational context.
· Models of TM
· Knowledge Workers as talent
4

Talent Analysis and Planning· Work Force Planning for Talent Management
5 and 6

Employee Value Proposition· Meaning and Application in Talent Management
7,8, 9 and 10 Talent Identification and Acquisition :

    · Techniques for Talent Identification
    · Elements of Talent Acquisition
    · Maturity Models in TA systems
    · Trends in TA
    11 and 12

    		Talent Development and Management I· Appraising and Identifying Talent
    · Using 360 degree feedback for Talent Development
    · Performance Coaching
    13 and 14

    		Talent Development and Management II· Developing Leadership Talent
    · Mentoring and Role Models
    · Development and Career Pathing
    · Succession Planning
    · Leadership Development in Professional Services Firm
    15, 16 and 17

    		Talent retention :
    Socialization, Induction and Rewarding and Employee engagement    		· Basics of employee retention
    · Induction as a tool for retention
    · Trends in nonfinancial rewards and benefits.
    · Models of Employee Engagement
    · Techniques for employee engagement
    18

    		Building a Talent Culture Issues and Challenges
    19, 20

    		Talent Management Strategies in Various settings : National and International
    * The exercises would be detailed separately and cases for sessions specified later.

    Pedagogy

    A combination of conceptual presentations, case analysis, group work and experiential activities would be used to enable participants to learn the modules effectively.


    Reference Text Books:

    There is no specific text book for the course though this book may be referred to

    The Talent Management Handbook ( 2nd Edition) L. Berger and D. Berger ( Eds.) , McGraw Hill.

    Additional Readings:

    Articles from journals and chapters from books maybe assigned as supplements in addition to those specified in the session plan. As the subject is relatively well developed in practice as compared to academics, readings developed through practice and consulting research would be made available to discuss latest developments.

    Evaluation

    · End Term Exam 40%
    · Quizzes ( unannounced or announced ) 20%
    · In-class assignments 15%
    · Project work 15%
    · Book Summary 10 % **
    · *A detailed note on the Project Work, In-class assignments and Book Summary would be put up when the course begins

    ** A list of books would be provided. A book has to be selected by students in groups of two and its essence and import summarized for talent management.


    Academic Integrity:

    Students are expected to display academic integrity and abjure from any form of academic dishonesty in their submissions, assignments and examinations. Cases of plagiarism would be strictly dealt with.


    NOTE: The above session plan and evaluation format may be changed depending on the nature of enrolment and consequent change in pedagogy. All changes would be announced.
    Created By: Bijoy Kar on 03/31/2017 at 02:09 PM
    Category: Course Outlines-HRM-II Doctype: Document

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