They tend to include role profiles, HR databases, lists of training and development providers, articulated corporate vision and goals, recruitment adverts, annual performance meetings, manager reviews – and so on. They’re all key elements which can be brought together to become the building blocks of a strategy – but remember that no strategy can be delivered without the commitment of your biggest resource: your managers and leaders.
We like to think of talent management as a journey. When starting out we look to define the key skills and competencies needed. Further along, and we may see that regular performance reviews are in place and, moving on still further, we find an integrated talent management approach which is the core of all HR and L&D activity.
Where are you now? How far along the journey are you? Are you just starting out - or further along, looking now to enhance and build on what you do?
To help you find our where you are on this journey, ask yourself the 10 questions below and get hold of the first part of our White paper - Developing you Talent Management strategy.
Where are you on the Talent Management journey? Answer these 10 questions and plot your position on the Talent Management Maturity path - and, when you’re ready, we’d love to work with you to take you further on that journey.