1. Talent
Management
Eric VanAuken
Key Components of any
Talent Management
program

2. What do we need to address in a Talent Management program,
The framework comprises seven talent elements:
• Competency Management
• Workforce Planning
• Talent Acquisition
• Performance Management
• Learning and Development
• Leadership Development
• Succession Management
Plus five additional components common to all talent processes:
• Governance
• External Influencers
• Strategic Alignment
• Organizational Climate
• Technology

3. Key Components to a Talent Program
A Positive Company Culture that is aligned with its Goals
It all starts with

4. Key Components to a Talent Program
A Positive Company Culture that is aligned with its Goals
Systems & business processes that are globally
aligned that support the Talent program
We then build on

5. Key Components to a Talent Program
A Positive Company Culture that is aligned with its Goals
Systems & business processes that are globally
aligned that support the Talent program
Recruitment Process that tie in technical & Cultural
components to find & retain the best talent
It then Enables

6. Key Components to a Talent Program
A Positive Company Culture that is aligned with its Goals
Systems & business processes that are globally
aligned that support the Talent program
Recruitment Process that tie in technical & Cultural
components to find & retain the best talent
Credible Job Rotation, Career Path
development & Succession Planning
The focus then
turns to

7. Key Components to a Talent Program
A Positive Company Culture that is aligned with its Goals
Systems & business processes that are globally
aligned that support the Talent program
Recruitment Process that tie in technical & Cultural
components to find & retain the best talent
Credible Job Rotation, Career Path
development & Succession Planning
Professional & Focused Training to enable
the individual and team to succeed
Systems developed to Manage, retain, &
Reward Quality individuals
Topped
Off By

8. A More detailed view into a Talent Management Program

9. Overarching activities to focus on
• Identify and build out desired culture. Drive management of change to
enable the new culture.
• Pull together communities of practice
• Identify Best practices
• Identify where you need system support to drive your goals and mission
• Identify where you need business processes to drive your goals and mission
• Focused effort on changing hiring practice to include attitudes and
behaviors to match that of your desired corporate culture.
• Clean up all back office systems to standardize job codes, titles, & roles and
responsibilities

10. Typical Fundamentals you will need to address
•If there is a cultural problems, address the underlying culture that has hindered your
ability to recruit and retain top talent
•Build a community that can help drive the priority of the initiatives as well as provide
examples of best practice.
• Harmonize all job codes and job descriptions within the departments and across the
business units
• Have system of record to hold the Job code, role/responsibility, skills and training
required for the role.
• Ensure you are using a systematic and comprehensive on boarding approach across
all roles and regions.
• Re-defining and enforcing the culture that you need to demonstrate in order to acquire
and retain top notch Talent.
• Enable an LMS system that can handle the business requirements, provide a central
location to have the role, job description, required training, & skill assessment data

11. Initial Steps to get the Talent program going
• As shown in previous slides, Identify and build the strategy for a fully
thought out Talent management system.
• Identify what systems are in place to address the strategy and what
components you either need to build or purchase.
• Identify what systems should be enabled by IT and what should be business
processes.
• Work with your Leadership Teams and Business units in a collaborative way
to engage them and prioritize the components in the program where you see
gaps.
• Identify fundamentals that are lacking and start a team working on
addressing them.
• Roll up sleeves and get to work with the teams to build out a world class
Talent management system.