Talent 4.0 – Talent Management for SMEs Training

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Talent 4.0 – Talent Management for SMEs Training

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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

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Talent 4.0 – Talent Management for SMEsTraining 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. 5 steps to align your talent strategy to the organisational strategy (II) 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.

Organisational Challenge Template The Organisational Challenge Template Tool enables you explore the context that your organisation is operating in and record the key challenges or opportunities facing the organisation, considering the implications for talent management and identifying the actions you need to take.
This could be used during stakeholder interviews or could be adapted to be a questionnaire. It allows you to capture data on the organisational context and the associated talent implications, which will provide direction for your talent strategy.
Identify the key challenges or opportunities facing your organisation
Explore the kinds of skills, capabilities and resources required to be successful in these scenarios or environments
Rate the current state in your organisation to identify priority areas
Identify the implications for talent management
Record the actions that need to be taken to address the implications
A couple of worked examples are below:

Organisational Challenge Template 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.

Talent Dilemmas Diagnostic Tool The Talent Dilemmas Diagnostic Tool presents the top ten dilemmas that organisations face. It enables you to identify and define the talent principles that will guide your talent strategy, ensuring your strategy is fit for purpose for your organisation.
It is a useful tool to use in conversations with stakeholders to understand and identify the approach to talent management that your organisation should adopt and how far from that they are currently. It could be used in a meeting to get the views of a team of stakeholders or individual conversations.
In addition to the ten dilemmas provided, you can also include any specific dilemmas that may be relevant for your organisation.
Once you have your set of talent dilemmas, mark where your organisation is currently for each dilemma and in a different colour, mark where you or the stakeholder believe the organisation should be.
The example below marks the current state in orange and the aspirational position in green for three of the dilemmas:

Talent Roadmap Planning Template The Talent Roadmap Planning Template enables you to plan out the actions that will form the basis of your talent strategy.
Using the output from the Talent Dilemmas Diagnostic Tool as a basis, you can start to map out the journey to get you from your current state to the aspirational state as defined in your talent principles.
The prioritisation of the actions to address the gaps in your talent principles will be dependent on your specific organisational objectives and how well developed your talent strategy currently is. Depending on the priority and impact of the action, determine the appropriate timescale for implementing each action and the associated activities.
On the next slide is a worked example, based on the second principle “We will be open with individuals about their performance and potential” from the example in the Talent Dilemmas Diagnostic Tool. 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.

Talent Roadmap Planning Template (II) 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.

11 Talent Roadmap Planning Template (III)

Talent 4.0 – Talent Management for SMEs Training

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