Talent 4.0 – Talent Management for SMEs Training

Transcript:Talent 4.0 – Talent Management for SMEs Training:
Talent 4.0 – Talent Management for SMEs Training Programme https://t4lent.eu/ 2018-1-AT01-KA202-039242 Talent Strategy Tool Prepared by WKO Steiermark, Austria 2018-1-AT01-KA202-039242 Photo by Austin Distel on Unsplash With kind permission from the NHS London Leadership Academy. This tool is a derivation of the talent strategy tool developed by © PA Consulting and London Leadership Academy. Follow these steps using the tools and templates provided to develop your talent strategy: Gather information on the organisation context and strategy, and existing HR and talent strategy, including business strategy documents; Sustainability and Transformation Plans (STP); external factors impacting the organisation; existing HR processes and plans e.g. resourcing plans, succession plans, critical roles, organisational structure; talent data e.g. attrition rates, headcount, performance data etc. Conduct interviews with internal stakeholders including the CEO, strategy lead, operations lead, finance lead, among other relevant individuals. Collect information on the priorities in their area of the organisation, the challenges, the opportunities they see in the future and the talent, skills and resources they think they need to achieve their objectives in the short, medium and long-term. Use the Organisational Challenge Template (slides 5-6) to help you collate the information you have gathered on your organisation’s context and strategy during the first two steps. 5 steps to align your talent strategy to the organisational strategy (I) With kind permission from the NHS London Leadership Academy. This tool is a derivation of the talent segmentation tool developed by © PA Consulting and London Leadership Academy. Follow these steps using the tools and templates provided to develop your talent strategy: Using the Talent Dilemmas Diagnostic Tool (slides 7-8), identify the overarching talent principles that will guide the development of your talent strategy. The tool can be used in your stakeholder interviews or a facilitated group exercise with a team of stakeholders to give you a clear picture of where your organisation currently sits on the ten most common talent dilemmas and where your stakeholders believe the organisation should sit. The aspirational position guides the development of your talent principles. The gap between your current position and this aspiration will inform the actions in your talent strategy. When you have completed the previous steps, you are ready to start the critical planning stage. Use the Talent Roadmap Planning Template (slides 9-11) to identify and record the priorities and key actions to take at each milestone on the journey to developing your talent strategy.