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The Talent Management Framework

 Talent Management Framework

 

How to Read the Talent Management Framework

Talent management begins by defining a talent strategy inthe context of the business strategy. In other words, the talent strategy should help the company to achieve its business goals. If whatyou are doing does not align to the business, then why are you doing it?

Alignment to the business strategy is critical for the nextarea, workforce planning. More than headcount, it is here that organizations will define their talent segments, identify critical roles and analyze organizational skills gaps. HR leaders will consider their talent needs for the next 12 to 24 months, and then use this information to drive succession plans, recruitment strategies and learning agendas.

Next, a company enters into the solutions phase of talent management. Capability and competency management was placed in this location of the Talent Management Framework for a very specific reason. It isthis information – skills, competencies and experiences – that will enable organizationsto answer the following questions. 

  • For what do we hire?
  • Against what do we assess?
  • Toward what do we develop?

Job profiles capture this critical information, and shouldbe developed and managed (at a minimum) for all critical roles, which should have been defined in the previous area of workforce planning. The largest section of the Framework, in the center, includes those processes thatdirectly touch the employees at different stages of the employment cycle -recruiting, assessing, developing and rewarding.

One role of talent acquisition is to fulfill on the workforce plan. Whether filling positions with internal or external candidates,it is at this stage that a new “cycle” begins.

The next four areas are integral to developing andmobilizing talent to where it is needed.

  • Leadership Development – Ensures that companies have high performing leaders to run the company.
  • Succession Management – Defines the kindof bench strength that is necessary for succession (top down -position-driven).
  • Career Management – Creates awareness of employees’ career goals (bottom up – employee-driven).
  • Performance Management – Provides avehicle for assessing talent.

Total rewards is capped on the end of this center section. Throughout the employee lifecycle, it is critical that employees arerewarded appropriately.

Learning and capability development was placed toward the bottom of the

Talent Management Framework, across the entire employee life cycle, because it is truly an enabler for talent management strategies tobe realized. Without learning, a company and its talent become stagnant. It is essential that talent continues to learn and develop as the business evolvesand grows, and the workforce needs change. The learning and capability development function is, in turn, driven by gaps defined:

  • Once an employee is hired or moved into a newrole (the learning curve);
  • By the data from performance management reviews(strengths and weaknesses);
  • As a result of an employee’s career aspirations(progression); and,
  • As necessary to fulfill a succession plan insome time period (readiness).

The pillars or bookends of the Framework are essential forkeeping all of the moving parts connected. Organization and governance ensurealignment, oversight, accountability and follow-through, while business metricsand analytics are defined to determine how effective the talent programs are,collectively. An essential piece of the Talent Management Framework, the talent infrastructure ensures that data and processes are aligned, integrated andaccessible. The infrastructure “maps” the processes, so that integration pointsare clear and provide the systems for enhancing the processes.

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      Author's profile photo Former Member
      Former Member
      Ahmed,
      Great overview of the talen management framework. I am new to my SAP business analyst role and will be part of a team implementing a talent management framework for our organization. Could you send me the talent management framework diagram you used in your blog or direct me to where I can download it?