First, he outlines the steps that senior execs and managers need to consider when thinking about talent management, starting by what's driven you to create a talent management plan in the first place.
(Interesting that people are the fourth consideration, after drivers, strategy and alignment -- but that's for a separate post.)
For those who cannot spare eight minutes, here are the five 'essentials' for talent managers:
- Recruiting -- roles and competencies the business needs, and how it can attract the right people.
- Learning -- training and development for new hires.
- Performance -- a decent, regular review process or, better, instant feedback.
- Succession and workforce planning -- who needs shifting and when, so you have people to allocate as required to new roles.
- Pay for performance -- how do pay and incentives align with outputs?