Talent Creed: The Talent Creed Comprises of

1.
To achieve the excellence in the HR operations the company should follow some Talent
Management-Approaches. They are
 Talent Creed
 Talent Strategy
 Talent Management System
Talent Creed: The talent creed comprises of
 Set of core principles

 Values
 Mutual expectations
These three guides the behavior of an institution and people depict the type of culture an
organization strives to create Principles are embedded into talent management Strategy and talent
management System.
Talent Strategy- Directives
 Cultivate the Super-keepers

 ▪Retain key position backups
 ▪Allocate TREAD appropriately
• Cultivate the Super-keepers
Identification, selection, development, and retention of Super keepers
 Super-keepers- demonstrated superior accomplishments, and inspired others to

accomplish superior accomplishments
 Small group of individuals about 3% of an organization
 Powerful impact on current and future growth
 Their loss or absence severely inhibits organization growth.
• Retain key position backups
 Identification and development of high-quality replacement for key positions

 Gaps in replacement are disruptive, costly and distractive
 Not more than 20% of the jobs are key designations
Criteria for determining key positions:
 Immediacy: short-term loss of the incumbent would seriously affect profit, growth,
morale, satisfaction
 Uniqueness: job needs specific set of competencies
 Demand: job market is tight
 Strategic impact: loss of incumbent for modest amount of time will affect future
success
 Basic: organization could not survive without the incumbent
Allocate TREAD’s Appropriately:
Investments made in the form of
▪Training
▪ Rewards
▪ Education
▪Assignment and
▪ Development
▪Return of these investments?
BHMS:
Body: Action oriented talent Enjoy being on the field
Mind: Intellectual talent Specialize in some conceptual skill’s High analytical skills and strategic
thinking
Heart: Emotive Talent Talent to relate with other people and inspire & support them
Soul: Spiritual Talent Tend to experience peace and solace May fit in any occupation
The TREAD’s and BHMS will help the organization to achieve the excellence and cultivate
positivity, more profits, less tensions. If we find the correct talent, we can achieve 100% in that role
which will be helpful for the company.
Benefit for Organization by following TREAD’s and BHMS:
The following points explain how talent management can be beneficial for organizations −
 Enhances individual and group productivity and capacity to compete effectively in a

complex and dynamic environment to achieve sustainable growth.
 Assists in hiring quality workforce.
 Establishes better match between jobs and skills.
 Helps retain top talent thereby reducing the cost of hiring new recruits.
 Helps in understanding the employees better.
 Keeps employees engaged constructively.
 Effective use of available man-hours.
 Helps develop leaders for tomorrow within the organization.
 Helps in evaluating employee’s readiness to take up new roles
 It paves the way for future leadership.
2. More than 10 minutes on an application, company can expect to see a big drop-off rate. The
following talent management practices examples may help the help to have special focus to
recruitment and boarding.
Signature Experience:
 Tricky for competitors to imitate as they have evolved in-house

 Visible and distinctive employee experience
 Symbol of an organization culture
 Created by bundle of everyday routine
The following are the best examples of Talent management practices followed in the company.
 Whole Foods Market- Team based hiring
 Each department in each store comprises decentralized entrepreneurial team
 Have complete control over new hires
 After 4-week trial period, team members vote whether new hire stays or goes
 Trainee needs two thirds of team support to join permanently
 Bonus is linked to groups performance
 They choose workers carefully, Need workers not buddies
 Featured in Fortune best 100 companies
 Trilogy Software- Orientation experience

• New employees go through 3-month immersion program
• Top management including CEO oversees their steps
• First month: fast-paced creative project in a team of 20 under a mentor
• Second month: project teams are shuffled and split into smaller breakthrough teams
 Charged with inventing products or service ideas  Creating business models, prototypes and
marketing plans
• Third month: must demonstrate their capability for personal initiatives
 Some continue in breakthrough teams
 Some work elsewhere in the company
 Upon completion, rigorous evaluation takes place
 The container store- Extensive training
• Foundation week- 5 days for absorbing information about products, processes, values
• First year staffers receive 235 hours of formal training
• More than 40% of the employees are recommended by friends who work for the company
• 97% of the employees agree that “people care about each other here”
3.
The four quadrants which will help the corporates to make decisions on retention/retrenchment
are:
 Good values Good performance

 Bad values Bad performance
 Good values Bad performance
 Bad values Good performance
The retention of employees should be done by verifying the Good values good performance,
bad values bad performance and good values bad performance but the employees those
having the bad values and good performance cannot be in the company because the bad
values will lead to negative impression on the company which will lead to loss its market
share, respect and culture.
The following are the examples why we should not consider the bad values good performance
employees:
Bernie Madoff’s ponzi scheme:
Bernard Lawrence "Bernie" Madoff is an American financier who executed the largest Ponzi
scheme in history, defrauding thousands of investors out of tens of billions of dollars over the
course of at least 17 years, and possibly longer. He was also a pioneer in electronic trading
and chairman of the Nasdaq in the early 1990s.
 Bernie Madoff was a money manager responsible for one of the largest financial
frauds to date.
 Bernie Madoff's Ponzi scheme, which likely ran for decades, defrauded thousands
of investors out of tens of billions of dollars.
 Investors put their trust in Madoff because he created a front of respectability, his
returns were high but not outlandish, and he claimed to use a legitimate strategy.
 In 2009 Madoff was sentenced to 150 years in prison and forced to forfeit $170
billion.
 As of December 2018, the Madoff Victims Fund had distributed more than $2.7
billion to 37,011 victimized investors in the U.S. and around the world.
Madoff's plausibility to investors was based on several factors:
 His principal, public portfolio appeared to stick to safe investments in blue-chip

stocks.
 His returns were high (10 to 20% per annum) but consistent, and not outlandish.
As the Wall Street Journal reported in a now-famous interview with Madoff,
from 1992: "[Madoff] insists the returns were really nothing special, given that
the Standard & Poor's 500-stock index generated an average annual return of
16.3% between November 1982 and November 1992. 'I would be surprised if
anybody thought that matching the S&P over 10 years was anything outstanding,'
he says."
 He claimed to be using a collar strategy, also known as a split-strike conversion.
A collar is a way of minimizing risk, whereby the underlying shares are protected
by the purchase of an out-of-the-money put option.
Lehman Brothers:
Lehman Brothers filed for bankruptcy in 2008 after falling victim to the subprime mortgage crisis.
The bank had been borrowing significant capital for many years to provide loans to those looking to
buy real estate. As a result, it faced a situation where its outstanding loans exceeded its available
capital many times over, meaning it would be at risk of collapse if the housing market faced a
downturn. To hide this fact, the company used repurchase agreements to disguise ‘at risk’ assets. In
effect, this involved ‘selling’ its liabilities to banks in the Cayman Islands with a promise to
repurchase them at a later date.
As the subprime mortgage crisis took effect, Lehman Brothers found itself unable to repay its debt as
clients were defaulting on their loans. More than 70% of its value was wiped out in the first half of
2008 alone and the company was forced to file for bankruptcy in September of that year.

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1.

 Set of core principles

 Cultivate the Super-keepers

 Super-keepers- demonstrated superior accomplishments, and inspired others to

 Identification and development of high-quality replacement for key positions

 Enhances individual and group productivity and capacity to compete effectively in a

 Tricky for competitors to imitate as they have evolved in-house

 Trilogy Software- Orientation experience

 Good values Good performance

 His principal, public portfolio appeared to stick to safe investments in blue-chip

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