Talent Management - Guidelines and Templates (Word DOCX)

BENEFITS OF DOCUMENT

1. Provides of Templates and forms for developing and managing Talent Development Program
2. Provides of Policies for Employee Selection in the Talent Management Program
3. Provides of Criteria for Key Positions in the Talent Management Program

DESCRIPTION

This product (Talent Management - Guidelines and Templates) is a 14-page Word document, which you can download immediately upon purchase.

Talent Management – Guidelines and Templates

Contents of the Guidelines
This talent management guidelines and templates will explain the following things:
 Definition and Scope of Talent Management Program
 Criteria for Key Positions in the Talent Management Program
 Policies for Employee Selection in the Talent Management Program
 Templates and forms for developing and managing Talent Development Program

The talent management program is basically a development program developed and implemented to prepare potential talents for higher-key positions in the future.

The talent management program begins by establishing which key positions must be prepared in order for candidates to fill them. The objective is to establish an optimal succession process in key positions within the company. This implies that when key positions become available, there are a lot of dependable cadres or replacements available because they have been prepared in a systematic and organized manner.

Criteria for Key Positions
What are the key positions that candidates must fill? In this case, key positions in the company are determined by at least two criteria.

 The first criterion is: the higher the position's level, the higher the priority. Thus, a high position should be used as a key position where cadres need to be prepared or a succession plan should be developed. For example, the post of GM or Manager for all sections/departments is a key position for which the successor must be prepared beforehand. As a result, if a GM or a manager resigns, the company will not suffer a loss because a prospective replacement has been established.

 The second criterion is that positions that have a direct influence on the growth of the company, regardless of level, should also be considered as key positions. For example, in the restaurant industry, all chefs (both senior and junior) are key positions, where their replacement must be prepared for regeneration. Another example: in the application development/programming industry, all programmer positions (junior and senior) should be regarded as key positions. Meanwhile, in the higher education industry, for example, lecturer positions (regardless of the level) are all key positions that their regeneration must be maintained.

Policies for Employee Selection in the Talent Management Program (Talent Pool)

Once the key positions have been determined, the following step is to determine who will be prepared to fill them. The chosen employees will be participants in the talent management program. This group of talent management program participants is also referred to as the talent pool, or a collection of potential exceptional talents.

Regards,
UJ Consulting

Source: Best Practices in Human Resources Word: Talent Management - Guidelines and Templates Word (DOCX) Document, UJ Consulting