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.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
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
1. Identify the TM purpose
Identify stakeholders, create a project team, and review strategic documents to uncover TM needs and define the TM purpose.
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.
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.
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.
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 uncover TM needs.
- Define the TM purpose.
- Assess current TM programs.
Key Benefits Achieved
- Strategic documents reviewed to uncover TM needs.
- TM purpose specified.
- TM program effectiveness reviewed.
Activities
Outputs
Review strategic documents.
- Reviewed strategic documents
Define TM purpose.
- Defined TM purpose
Assess current TM programs.
Module 2: Review the TM Framework
The Purpose
- Record and evaluate the effectiveness of existing TM programs.
- Identify which TM programs need to be modified or maintained.
- Determine whether any TM programs need to be added.
- Map critical milestones for current TM programs.
Key Benefits Achieved
- Effectiveness of TM programs assessed.
- TM program modifications or maintenance determined.
- Additional TM programs identified.
- Initial list of critical milestones in existing TM programs drafted.
Activities
Outputs
Assess current TM programs (cont.).
- Assessed current TM programs
Determine whether to add any TM programs.
- Listed modifications and additional TM programs
Map critical milestones in existing TM programs.
Module 3: Identify Linkages in the TM Framework
The Purpose
- Map critical milestones for current TM programs (cont.).
- Identify inputs and outputs for current TM programs.
Key Benefits Achieved
- Critical milestones charted.
- TM program linkages reviewed.
Activities
Outputs
Map critical milestones in existing programs (cont.).
- Mapped current TM programs including key milestones, technology, inputs, and outputs.
Examine the inputs and outputs of programs.
Module 4: Prioritize TM Programs to Add or Modify
The Purpose
- Identify missing or broken linkages between current TM programs.
- Identify missing or broken linkages across HR.
- Assess the effort of TM program changes.
- Prioritize changes within each TM program.
Key Benefits Achieved
- Missing or broken linkages between TM programs identified.
- Missing or broken linkages across HR found.
- Effort of changes to TM programs estimated.
- Changes within each TM program prioritized.
Activities
Outputs
Assess for broken and missing linkages between and beyond TM programs.
- Listed broken and missing linkages
Prioritize TM changes to address.
- Assessed impact-effort of TM changes
Module 5: Create a Roadmap
The Purpose
- Build a roadmap to address changes to the TM framework.
- Develop a TM scorecard to track the success of the TM framework.
- Create an annual TM calendar.
Key Benefits Achieved
- TM scorecard and roadmap outlined.
- TM framework success metrics determined.
- Annual TM calendar produced.
Activities
Outputs
Create a roadmap to address TM changes.
- Mapped prioritized TM changes
Define metrics to track success (as time allows).
- Drafted TM Framework Scorecard
Create annual TM calendar (as time allows).
- Drafted annual TM calendar
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.
Need Extra Help?
Speak With An Analyst
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
Develop a Talent Management Framework
Develop a Comprehensive Competency Framework
Integrated Leadership