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Develop a Talent Management Framework

Break down silos with an integrated talent management model.

  • Organizations often struggle to make the most of a talent management framework despite its clear benefits.
  • Organizations often rush to implement a full portfolio of talent management programs without reflecting on which ones are really needed to support their organizational objectives.
  • Beyond this, talent management programs regularly exist in silos, resulting in an inefficient use of resources, duplication of effort, and a limited ability to strategically leverage talent.

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Our Advice

Critical Insight

  • Talent management requires an integrated approach that prevents siloed practices and delivers on key talent and organizational objectives.

Impact and Result

  • Develop an integrated talent management (TM) framework, also known as a talent management model, that purposefully selects and aligns TM programs (i.e. competency framework, performance management, high-potential, succession planning, career pathing, job rotations) to the needs of the organization.
  • Reduce inefficient silos by identifying intentional connections between TM programs and peripheral HR programs and processes (e.g. learning & development, talent acquisition, total rewards).

Develop a Talent Management Framework Research & Tools

2. Review the TM framework

Evaluate the effectiveness of existing TM programs, identify which programs need to be modified or maintained, and whether any need to be added, and then assess the effort of TM program changes.

Talent Management Program Assessment Tool

3. Identify linkages in the TM framework

Map critical milestones and assess linkages between current TM programs, and prioritize and create a roadmap to address changes to the TM framework.

Process Mapping Guide

4. Plan to launch

Create a TM scorecard to track success, validate the scorecard and roadmap with stakeholders, create an annual TM calendar and detailed project plans for individual TM programs, and then plan to evaluate and iterate the TM framework.

Talent Management Presentation Template
HR Action and Communication Plan
Workshop Overview: Develop a Talent Management Framework

Workshop: Develop a Talent Management Framework

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Identify the TM Purpose

The Purpose

Review strategic documents to identify the TM purpose.

Key Benefits Achieved

  • Critical milestones for business cycle and TM programs reviewed
  • Defined TM purpose

Activities

Outputs

1.1

Review strategic documents.

1.2

Review critical milestones for business cycle and TM programs.

1.3

Define TM purpose.

  • TM purpose

Module 2: Assess TM Programs

The Purpose

Assess TM programs to determine if critical programs are missing.

Key Benefits Achieved

  • Assessment of the current state of TM programs and identification of missing critical programs

Activities

Outputs

2.1

Assess foundational TM programs.

  • Draft TM program assessment worksheet
2.2

Assess other TM programs currently in place (if applicable).

2.3

Determine if critical programs are missing.

Module 3: Identify Inputs, Outputs, and Changes to TM Programs and Identify Linkages

The Purpose

Identify inputs, outputs, and changes to TM programs and assess for broken or missing linkages.

Key Benefits Achieved

  • Foundational inputs, outputs, key milestones, and technology for TM programs
  • Identification of broken and missing linkages between and beyond TM programs

Activities

Outputs

3.1

Identify the inputs and outputs of TM programs.

  • Map of foundational TM programs including key milestones, technology, inputs, and outputs
3.2

Determine changes to TM programs.

3.3

Assess for broken and missing linkages between and beyond TM programs.

  • List of broken and missing linkages

Module 4: Prioritize TM Changes and Define Metrics for Success

The Purpose

Prioritize TM changes and define metrics for success.

Key Benefits Achieved

  • Identify modifications and the impact-effort of changes to TM programs

Activities

Outputs

4.1

Prioritize TM changes to address.

  • List of modifications to TM programs
  • Impact-effort assessment of TM changes
4.2

Define metrics to track success (as time allows).

  • Draft of TM Framework Scorecard

Module 5: Create a Roadmap

The Purpose

Create a roadmap for the TM changes.

Key Benefits Achieved

  • A roadmap of prioritized TM changes to address
  • As time allows, an updated annual TM calendar

Activities

Outputs

5.1

Create a roadmap to address TM changes.

  • Roadmap of prioritized TM changes
5.2

Update annual TM calendar (as time allows).

  • Updated annual TM calendar (as time allows)
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About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 4-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Identify the TM purpose
  • Call 1: Discuss the current portfolio of talent management programs and plan to complete the project.
  • Call 2: Review the talent management purpose.

Guided Implementation 2: Review the TM framework
  • Call 1: Discuss feedback and analysis of current talent management programs.

Guided Implementation 3: Identify linkages in the TM framework
  • Call 1: Discuss the identified gaps and missing linkages to help prioritize changes and create a roadmap for improvement.

Guided Implementation 4: Plan to launch
  • Call 1: Review the finalized roadmap and talent management score, and discuss communication, change management, and implementation.

Contributors

  • Bosun Bankole – Senior Consultant Talent Management, Canadian Tire Corporation
  • Jennifer Bernardo – Principal & Senior Human Resources Consultant, JMBConsulting
  • Dr. Nicky Dries – Associate Research Professor, KU Leuven
  • Emma Garrod – Talent Development Manager, Spark Power
  • Cathy Hinton – Director, Leadership & Talent Management, Scotiabank
  • Hilori Kaloti – Director Talent Management, The Hershey Company
  • Ilia Maor – Manager, HR Technology and Analytics, York Region
  • Omar Osmani – Consultant, Talent Management, Trillium Health Partners
  • Bhavna Patel – Director, Talent Management, Scotiabank
  • Miguel Premoli – Global Vice President Human Resources, No7 Beauty Company
  • Tracy Reynolds – CHRO, Lee County Tax Collector
  • Teresa Roche – CHRO, City of Fort Collins
  • Dr. Ibraiz Tarique – Professor and Author, Lubin School of Business, Pace University
  • Donagh Tierney – Former VP, Leadership & Talent Management, Scotiabank
  • Anonymous Contributor, Managing Partner, Consulting

Related Content: Talent Management Framework and Competencies

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