You can do a bit of googling and come up with sample talent management frameworks, all of which help build your own–but keep in mind that each must be adjusted to fit your business, your business needs, and your employees. Begin with the idea that you want to develop and grow your current talent rather than chasing each role’s perfect person.
The Barstow Institute of Educational Leadership gives a three-point framework to begin your unique development. It is:
- Identify high potential leaders based on performance, potential, and readiness.
- Develop the leaders’ specific learning needs in a variety of contexts, including on-the-job.
- Support the leaders with feedback and mentoring from a range of people.
This has the advantage of being simple enough to apply to any business–large or small–and customizable enough to work for any industry. You do need to add a step 0. Identify business goals.
The Centre for Executive Education has a more extended plan, but still in a simple format. Theirs consists of six points:
- Talent Acquisition
- Talent Development
- Performance Management
- Succession Planning
- Talent Engagement
- Organizational Results
Again, this needs to fit in with the framework of the business needs and your company’s values and goals.
Of course, you can begin with a plan that gives you a detailed step by step–resulting in more than 40 steps, but it can often be useful to start with one of these simple plans.
Once you have the backbone of your talent management framework, you can start breaking it down into more detailed actions to take. Let’s take talent development as an example. Your framework could contain the following steps:
- Aligning learning with organizational goals
- Putting an L&D strategy in place
- Nurturing a learning culture
- Measuring training effectiveness
The critical part of any framework is that you keep it employee-focused. If you cannot meet the needs of your employees, you will not have success.
Develop your plan by working with your people to find solutions. For instance, when developing your talent management framework’s succession planning portion, speak with your employees to determine their wants. It doesn’t do much good to slate someone for a future leadership role only to find out that this person isn’t interested in serving in such a role. If your company requires relocation to develop all the skills necessary for senior positions, you better make sure that the people on your plan are willing to move when the time comes.
Performance management is often an overlooked part of this plan. Don’t manage performance just by removing people who do not meet your expectations, but truly manage them. What skills do they lack, and how can the business support them in obtaining them? Do your managers provide useful feedback at the moment? A good talent management strategy will help managers and leadership in coaching and developing the employees.
At all times, you need to go back to the organizational goals and demands to make sure your talent strategy aligns with that. People may wish to go one way, but business needs may need to go another. Human capital management cannot ignore business needs in favor of creating happy employees. There are times when employees need to part ways with the company, and you need to replace them with people whose personal goals align with the business’s goals.
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Sources:
- https://cee-global.com/leadership-masterclass/winning-the-war-for-talent-2-0/
- https://www.insights.bountixp.com/blog/heres-a-talent-management-framework-that-wont-let-you-down
- https://www.bastow.vic.edu.au/leadership-initiatives/talent-management/elements