Are You On A Talent Map?

Are You On A Talent Map?

Years ago there was no need for an organization to have a formal Talent Map. People stayed with companies longer. Structures were flatter and not as complex. Today is a totally different animal. There is constant downsizing or up sizing. Re-structuring organizations is the norm. Retaining and attracting new staff requires more creative and ambitious means. Change is a constant and organizations that can adapt to change quicker are the winners. For organizations to thrive in this turmoil the need to formalize their succession planning at ALL levels has reached an all time high. How a Talent Map works: Managers identify every position in their department. For each position they list the people who they believe could do that role now (and are not currently in the role) or have the potential within the next 12-18 months. Individuals are ranked from the most ready to the least ready. Alignment is gained with senior management and HR on who is on the list and where they are positioned. Senior management takes their department’s list and meets with other senior managers. With the assistance of HR, some individuals could be included on lists for positions in other departments. The full list of all roles in all departments is held by HR and reviewed every 6 months. There is considerable work up front in developing a Talent Map. However, once the heavy lifting is done it is just a matter of updating it. Talent Map Purpose: To identify top talent in your organization. It allows managers to more effectively plan for change, promotions or lateral development opportunities. Cross-functional opportunities are visible to senior...