Talent Management

 The Talent Management Process is designed to achieve Organizational Effectiveness by bringing the best out of every individual contributor on every level at optimal performance. The success of any organization and Talent Management Process will depend upon how well all Leaders effectively manage and develop their employees. This process begins at the Talent Acquisition phase with ongoing succession planning at every level of the organization.

 

 

 

 

Performance: We have to continuously recognize, coach and offer developmental feedback on goals, competencies, and individual development plans.

Succession: If our people reach their full potential as individual contributors, then we will reach our full potential as an organization.

Leadership Accountability: All Leaders (managers and supervisors directly responsible for others), are accountable for managing individual development and performance as well as team performance as part of the TMP. This accountability is a performance metric for all Leaders who are directly responsible for others

Individual Accountability:  Each employee is responsible for updating and completing their Performance/Goal/Competencies form to reflect the current year results and accomplishments. In addition, employees should propose Performance Goals and work with their managers to mutually agree upon four to five SMART goals each year.

Core Values and Competencies: Organizational adopted core values and competencies apply to ALL employees. Every individual contributors is expected to lead with their knowledge, skills, ideas, and exemplified behavior and positive attitude. Everyone will be evaluated on their results and how the results are achieved in alignment with core values and competencies exhibited.

Development Planning: Discussions will take place after each performance review for employee development planning. These discussions also act as the preparation step before the succession planning discussions. This planning is for both short term and long term career goals and objectives.

 

Talent Management Process

Talent Acquisition: Link to cost and profitability when Partnering with Hiring Manager, HRBP, and Talent Management team for the Job Function needs, analysis, assessment, design, Metrics for success, search, vet, hire , and retain the best possible talent for the best functional and organizational fit.

Onboarding: Partnering with HRBP and Hiring Managers. Onboarding is an integrating process for the new employee to have immediate exposure to all key organizational actions and services that are critical to the success of the employee. This initiative will helps new employees perform effectively and efficiently starting day one.

  • Welcome
  • Agenda
  • Purpose, Vision, Mission
  • Core Values
  • History
  • Intro to Executive Leadership Team
  • Products and Services
  • Locations
  • Customer / Clients
  • Intranet – Internal Connections
  • Employee Benefits (pay, vacation, holidays, sick, bereavement, medical leave, etc)
  • General Policies (diversity, dress code, emergency procedures, travel, etc)
  • Learning & Development ( Corp University, LMS, Leadership Intelligence Learning Model)
  • Talent Management Program and Process
  • IT Support
  • Corporate Communications (Bulletin boards, email, Community, Social Media, Fundraising, Donation, Volunteering, Serving)
  • First 90-day Mentor (onboard buddy)
  • HRBP follow up/follow through 30/60/90 days
  • Survey (new employee experience)

Assign Goals, Competencies, R&R for current year: Partnering with the Hiring Manager to ensure that during the first week of onboarding, the new employee has clear and compelling written SMART goals, competencies, and R&R. This planning provides a collaborative area for employees and managers to create and track progress on the goals and competencies to be focused on during the review period. It is the responsibility of the employee to manage their profile within the TM platform. The TM cycle proceeds and maintains calendar sequence there after.

Organizational Design & Development Planning: Partnering with HRBP and Sr. Leadership. Organization Design and Development is an ongoing practice of measuring and gathering data on the Organization’s effectiveness. This information is critical for; Needs Analysis, Modeling Metric Development And Implementation, Talent Development, Organization Engagement, Strategic Business Unit, Team-vision Development, Goal Development, Execution Planning, Best Practices / Competition, and Lessons Learned.

Succession Planning (Talent and Organizational Reviews): Partnering with HRBP and Sr. Leadership. Succession planning is the identification of potential job vacancies and the strategic consideration of where and how internal candidates might fill those vacancies. It must be predetermined how many layers of leadership within the organization is required to complete the succession planning process in the system. It involves assessing job requirements and skills of existing employees and then seeking to fill the gaps between needs and skills with targeted training and development activities. Succession planning can be an important way to identify employees who have the current skills, or the potential to develop skills that can help them move up in an organization, or on to other positions. In addition, the process of succession planning can help to identify other areas of performance where employees may be weak and where training could help to manage and improve performance outcomes.

Compensation Planning: Compensation Planning: Creating a win-win compensation strategy for every job function is significant to rewarding and motivating top performance from employees. Using a consistent framework that allows for planning and organizing a compensation structure that is in alignment with the organization financial and business goals, is considered best-practices. Finding that “sweet-spot” will allow for optimal talent attraction and retention for high potential and leaders who are poised for executive leadership roles.

Coaching and Feedback: Ongoing Coaching offers organizations a win-win method for developing their employees. It not only helps individuals reach their potential but also helps the organization improve its productivity and competitiveness. In a rapidly changing business world, coaching can also help employees adjust and adapt their skill sets. Coaching is about encouraging, confronting, challenging, questioning, as well as consistently respecting and supporting employees in developing and achieving their goals. Coaching for career development, skills acquisition, performance improvement, and coaching for change.

Mid-Year Employee Evaluation (Self & Mgr.): At mid-year the employee and manager will review the employee’s performance as follows: Employee completes self-review, sends to manager; Manager completes employee review; Employee and manager meet to discuss performance; Manager provides feedback coaching for optimal development and performance.

Financial & Budget Planning: HRBP and Sr. Leadership work in conjunction of the CFO to budget and plan for all Human Capital cost associated with Talent and Talent Management. Every HR/TM department works with a strict financial and budget plan that is critical the success of the organization. This financial planning is typically performed in 3rd Quarter of each year. This short and long term plan must include all current/future operating cost (soft/hard), based on Organizational financial objectives.

Year-End Employee Evaluation (Self & Mgr.): At year-end the employee and manager will review the employee’s performance as follows: Employee completes self-review, sends to manager; Manager completes employee review; Employee and manager meet to discuss performance; Manager provides feedback coaching for optimal development and performance; Performance form is sent to employee for electronic signature; Manager receives form and signs off to complete the employee review process; then, Manager sends form to HRBP for processing.

HRBP Closeout Year-End Performance Review: HRBP meets with Managers to discuss final performance ratings. Together, HRBP and Manager make decisions about Bonus / Merit eligibility and succession planning (High Potential). All data is entered in to Talent Management System in preparation for reporting.

Talent Management Metrics/Reporting: HRBP and TM Administrators are responsible for running individual, department, division, and whole organization TM reporting. This reporting is used to measure and improve the effectiveness on employees and the organization and is used to support the ongoing Talent Management Process.

I invite you to reach out to IfPE today to learn more how we can best serve you and your Talent Management, Leadership, Training, or Organizational Development needs.

Please reach out to us via our contact page. In the note box, share a little about what it is that you desire. We will reach out to you to set up a free phone consultation appointment.