Key Components to the Talent Review Process
In my last blog, A Deeper Look at Leadership Derailers in the Talent Review Process, I talked about inserting a career derailer analysis into the talent review process. However, I did not cover the other pieces that should be part of a talent review process. Talent reviews are becoming increasingly popular at lower levels of leadership to identify high potential individuals and accelerate their career development. The information gathered varies across organizations but the purpose of the talent review should be the same:
1. Confirm that the talent is a top performer
2. Assess the level of advancement potential possessed by the individual
3. Ascertain the level of readiness to assume greater responsibility now
4. Plan appropriate development activities
Let’s look at the type of information that would be appropriate for accomplishing each purpose.
Confirming that the talent is a top performer – Two pieces of information would be key here. You would want to review the performance review history of the individual to determine the level and consistency of results performance against goals. You also would want to review the history of competency performance of the individual. This information may be part of the performance review or obtained from 360 survey assessments. Ideally, the two dimensions of performance would be plotted in a nine block report to confirm that the individual is achieving outstanding results through the demonstration of exemplary behaviors.
Evaluating Advancement Potential – Most commonly this evaluation is somewhat subjective and supplied by leaders above the individual using some model of factors to consider. In my white paper, Understanding the DNA of Potential, I put forth a quantitative approach for actually measuring advancement potential. Ideally, the subjective evaluation and quantitative measurement would both be gathered and compared to validate the level of advancement potential possessed by the individual at that point in time.
Evaluating Readiness to Advance – This judgment requires a definition of the requirements of performance at a higher level of leadership and a systematic comparison of the talent against each requirement to identify matches and non-matches. The talent profile is compared to the requirement profile to determine the degree of “match.” Talent measurements and assessments are a key component of creating a talent profile. I reviewed some of the key talent measurements that should be included in my white paper, Succession – What’s Missing.
Developmental Planning – The talent profile/requirement profile identifies the gaps that need to be addressed. A variety of developmental strategies may be used to prepare the individual for greater responsibility and advancement. I reviewed several of these strategies in my recent blog, “Proven Practices for Developing High Potential Individuals.”
HR Generalists have to spend considerable time and effort to gather all the information needed for a talent review. Technology is key to both generating the information and reporting the information in a consolidated manner. If you are interested in learning how OMNIview can assist you in providing both efficient and effective talent reviews, please call us at 877.426.6222.