Talent management strategy and succession planning within ...
Talent Management and Succession Planning Models
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Transcript of Talent Management and Succession Planning Models
Advanced Leadership Development
Integrating ProfileXT® & CheckPoint™ Data into Succession Planning & Talent
Management
Courtesy of Assessment [email protected]
877-855-1179 or 760-434-9877
It’s all about the pipeline!
[email protected] (760) 434-9877
Career Band Job Type
E0 Reported Officer Group: Global Top Corporate Executives
E1 Group Chief Executives
E2 Senior Executives (Group EVP, Corporate SVP)
E3 Executives (Group SVP, Corporate VP)
M1 Senior Management
M2 Senior Professionals and Management Jobs
M3 Intermediate Professional and Management Jobs
S1 Professional and Supervisor Jobs
S2 Senior Service, Administrative, Technical and Production Jobs
S3 Entry Service, Administrative, Technical and Production Jobs
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Bench strength mapping
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Development Grid
LOW POTENTIAL HIGH
“C” Players Provide Feedback to ParticipantsEncourage self directed growth & development Provide coach to help achieve better results Identify smaller role in assignments or special projects at current level. Provide opportunities for development or training
Cell 3 “A” Player Actively Develop For Next Level Of LeadershipIdentify active role (but not leader) within key assignments. Stretch at a different pace than participants in cell #’s 1 & 2. Engage participants to function at greater level of scope (than current position). Provide coach to help achieve better results For example: Serve as a subcommittee chair on a multi-functional team
Cell 1 “A” Player Actively Develop For Next Leadership LevelIdentify lead roles within key assignments (typically there are only a select few of these) to engage participants in functioning at greater level of scope (i.e., magnitude, time & complexity) than current position. For example: job rotations, action learning, task force leader, committee chair
Cell 2 “A” Player Actively Develop For Next Leadership LevelIdentify active role (but not leader) within key assignments. Stretch at a different pace than participants in cell #1. Engage participants to function at greater level of scope (than current position). Provide coach to help achieve results and mentor to improve proficiency levels of competencies
“B” Players Provide Feedback to Participants Encourage self directed growth & development. Identify a coach to help achieve results & mentor to improve proficiency levels of competencies. Identify assignments, special projects with broader/bigger role than current level. Provide other development opportunities Keep Motivated
“C” Players Provide Feedback to Participants Encourage self directed growth & development • Coach to help achieve better results • Identify smaller role in assignments or special projects at current level. Encourage participant to find a mentor to improve proficiency levels of competencies
“C” Players Provide Feedback to Participants Encourage self directed growth & development. Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops). Provide opportunities for involvement in special projects
“B” Players Provide Feedback to ParticipantsEncourage self directed growth & development Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops) Provide opportunities for involvement in special projects Keep Motivated
“B” Players Provide Feedback to Participants Encourage self directed growth & development • Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops) Provide opportunities for involvement in special projects Keep Motivated
HIGH
PERFORMANCE
LOW
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Bench strength mappingC
Upward growth
Reappoint / remove
Lateral growth / mastery
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Development Grid
Low RESULTS High
“C” Players Loose Canon
Provide Feedback to Participants
CELL 3
“A” Player Star Potential
Actively Develop For Next Level of Leadership
CELL 1
“A” Player Star/Hi-Potential
Actively Develop For Next Level of Leadership
CELL 2
“A” Player Solid Citizen
Actively Develop For Next Level of Leadership
“B” Players Average Performer
Provide Feedback to ParticipantsKEEP MOTIVATED
“C” Players Problem Child
Provide Feedback to Participants
“C” Players Poor Performer
Provide Feedback to Participants
“B” Players Slow poke
Provide Feedback to ParticipantsKEEP MOTIVATED
“B” Players Cash Cow
Provide Feedback to Participants KEEP MOTIVATED
HIGH
POTENTIAL
LOW
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Your Candidate Assessment ReportHIGH
PERFORMANCE
LOW
Low POTENTIAL High
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Business Strategy
Integrated Talent Management Processes and Tools
Competencies/Success Profile
Individual Assessment(CheckPoint 360°™ Feedback)Performance Assessment
Development PlanningIndividual Development Plan
Correct or manage releaseMaximise productivity and upgrade skills or move
Retain, appreciate and utilise as coaches
Develop skills or identify mismatch for release
Stretch and test e.g. projects/ new assignments
Ready now for bigger job
Ready later – coach and develop, need intensive support (limited no to be placed here)
Ready now for additional responsibility e.g. short-term assignment
Ready now for new level job
Not yet fullFullExceptional
PERFORMANCE (Track record and behaviours)
Correct or manage releaseMaximise productivity and upgrade skills or move
Retain, appreciate and utilise as coaches
Develop skills or identify mismatch for release
Stretch and test e.g. projects/ new assignments
Ready now for bigger job
Ready later – coach and develop, need intensive support (limited no to be placed here)
Ready now for additional responsibility e.g. short-term assignment
Ready now for new level job
Not yet fullFullExceptional
PERFORMANCE (Track record and behaviours)
Underperformers, rigorous performance management required
Future Leaders (succession pool)are likely to be found in these boxes, focus on development
Key Contributors, focus on performance to ensure continued value is added
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Talent Reviews
Integrated ProfileXT, CheckPoint, Into Talent Management Processes
XT XT
[email protected] (760) 434-9877
[email protected] (760) 434-9877
[email protected] (760) 434-9877
[email protected] (760) 434-9877
[email protected] (760) 434-9877
Measure, Monitor, Close Pipeline Gaps
1. Churn Analysis
2. Readiness Analysis
3. Performance and Potential Matrix
[email protected] (760) 434-9877
Learn from the best!
[email protected] (760) 434-9877