Professional Documents
Culture Documents
A Talent Management Case Study: Major League Baseball's Quest For Super Keepers
A Talent Management Case Study: Major League Baseball's Quest For Super Keepers
Potential Forecast
CONTD…
CONTD… • Prediction of a player’s success probability
at each level of an organization
• Assessment is based on prior performance • Pitcher potential is typically predicted based on
and a projection of how far a player can go
in one year and what his ultimate level of fastball velocity,
• These comparisons contribute to the accurate assessment of assignment could be. fastball life,
• The forecast for position players (not
players for placement, development, trade, and compensation. pitchers) is based on a set of factors such curveball,
as.. curveball control,
• No modern institution can boast of the historical quality of arm strength,
performance measures as baseball can. arm accuracy, slider, slider control,
fielding ability, change of pace, change control, other pitches, control of other pitches,
fielding range, delivery, and arm angle.
hitting ability,
raw power, • Self-confidence, mental toughness, aggressiveness, work habits, personal
power production, habits, aptitude, poise, and instincts are as critical as technical skills in
running speed, making decisions on player assignment.
usable speed, • Collectively, these measurement factors are the analog of organization core
body control, and
directional hitting (pull, straight away,
competencies in conventional organizations.
opposite field, and all of the above).
Coaching, Training, and Development For example, The Talent Management Strategy
• Performance review, potential for • Advisory for catchers :suggestions on throwing, blocking the plate, and • To be competitive at a world championship level
future growth Gap analysis. calling plays. • Develop a long-term strategy for staffing its starting major league baseball
• Gap analysis = player’s current • First base advisories: holding players on, playing the bag, and fielding the team with the greatest number of Superkeepers and Keepers that it can
capabilities - requirements of his position.
current and future positions. • Advisory manual: specific guidance on hitting, base running, sliding and afford.
• To address gaps teams have core values of a team (perseverance, desire, hard work, being a student of • Teams without the financial resources to staff themselves with high-priced
developed player development the game, health and fitness and fan loyalty). Super keepers and Keepers from other teams are more reliant on the
programs encompassing all levels • Sets standards of acceptable behavior for the players to follow. development of high-quality surplus talent from within their own
of competition within their • Annual calendar :All developmental programs are codified to ensure for
organization. organization that is typically powered by a minor league system.
all of the assessment components formally come together at least once a
year. • Such talent will serve both their own needs and as “currency” for
• A team will conduct special clinics and training programs to implement Superkeeper/Keeper trades in lieu of financial resources.
individual development plans.
• This development calendar, player feedback, and customized training are
the counterpart of a conventional organization’s succession and career
plan.
CONTD…
• Additionally, every organization needs to enrich its bench strength with the
best Solid Citizens available and waste no time eliminating the Misfits.
• To the extent that baseball clubs have the ability to recognize and manage
their reservoir of talent on a continual basis, they will have sustained
success.
• Those that have a record of sustained success should recall the wisdom of
THANK YOU
Yogi Berra, Yankee catcher and glib talker, who spoke the following
humbling words, “Ninety percent of the game is half mental.”