Create a Talent Management Strategy: take your business forward

Creating a Talent Management Strategy will give you cohesion and integration of your talent activities, a clear alignment with your business strategy and a common talent language for your people to understand. But typically talent activities grow organically and rarely do we take stock, and look at them as a whole. The key is to understand where you are now, what you need to do going forward to support the…

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Critical Role Assessment

One of the early stages in succession planning is to identify those roles for which you need to ensure a pipeline of talent. For most organisations, having a successor identified and developed for each and every role would be beyond their reach, and not a productive use of HR resources. It is probably the role of all managers to be readying their second-in-command, but, as an HR or OD practitioner,…

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Are line managers failing to identify talent?

When you identify talent, you’re deciding who are offered accelerated promotion opportunities or development programmes. But what if you’re identifying the wrong people? In Talent Review meetings and conversations, line managers typically use a performance-potential matrix, often called a ‘9-box grid’, to review each member of their team. But the tricky part is to articulate what is meant by ‘potential’, and often it’s left to the manager’s gut feel whether or…

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The Talent Management journey

We get to talk to many HR and L&D decision makers – all looking to recruit and retain the best people for their organisations and all are, at some point or another, on what we call the Talent Management Journey. Every organisation is different – and at a different point on this journey – but nonetheless, whether they are starting out or shaping a more sophisticated talent strategy, they are…

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