Table 7.3 in the Common Sense Talent Management Book (Chapter 7) identifies typi

Table 7.3 in the Common Sense Talent Management Book (Chapter 7) identifies typical talent requirements addressed by development processes. Even though all these talent requirements are important, if you were to prioritize the top four talent requirements for your company, which ones would they be? Why?
Table 7.1 in the Common Sense Talent Management Book (Chapter 7) lists common development methods used in organizations. For each development method, please respond to the following questions:
How effective is your organization in deploying each method? What are some things your organization does well? What suggestions do you have for your organization? (if you are currently not working, you can use a previous company you worked for. If you have not yet worked anywhere, you can answer these questions in general)
Table 7.3 Talent Requirements Addressed by Development Processes
Talent Requirements Questions for Assessing Talent Requirements
Staffing critical roles What are the critical roles in the organization? What is the financial impact of filling these roles with average compared to high-performing employees?
What is the time required to fill a vacancy in each critical role? What is the cost per hire to fill these roles?
How many internal succession candidates are identified for each critical role in your company? How many of these candidates are ready now?
Sustaining and increasing performance What methods are used to measure employee performance? How do we ensure performance is at acceptable levels?
Are performance levels in the organization increasing or decreasing?
What development methods are used to ensure that employees keep their knowledge and skills current?
Accelerating performance How are new people transitioned into the organization?
How long does it take them to reach full productivity?
What methods are in place to support employees’ transition into new roles?
Managing turnover What are the projections for turnover across critical roles? How many people must be hired to support these roles in the future?
What is the current retention risk of employees in critical roles? How does the company assess employee engagement in these roles?
What methods are used to transfer knowledge across and ensure smooth hand-offs from one employee to another during job transitions?
Preventing avoidable turnover Who are the high-potential employees in the organization? How are they being developed?
What actions are being taken to build a sense of commitment and engagement among these employees?
Avoiding skilled talent shortages What skills and capabilities will be critical for future organizational performance?
What are the projected gaps between the skills found in the current workforce and the skills the business will need three, five, and ten years into the future?
Workforce diversity Does the diversity of employees in key roles in the organization match the diversity profile of the company as a whole? Does it align with the diversity profile for customers?
How does the company encourage career development among underrepresented employee populations?
Regulatory compliance How does the company monitor whether employees have the training and knowledge required to perform critical job tasks?
What methods are used to ensure your company is complying with relevant training requirements and policy guidelines?
Table 7.1 Common Development Methods
Method Purpose and Characteristics Primary Talent Requirements Addressed
Succession management To identify and develop talent to fill key positions in an organization. Includes nine box talent reviews, job rotation programs, high-potential identification, and leadership development programs.a Helps ensure a steady supply of high-performing talent in critical roles
Engage, retain, and use high-potential employees
Career planning To help employees build their capabilities and achieve their career goals. Includes career development plans, career paths, and career interest inventories. Engage, retain, and develop employees who are seeking to build a career
Training resources To provide employees with specific knowledge, training, and skills needed to perform their current roles or prepare for future roles. Includes online and classroom training. Provides employees with access to knowledge needed to perform current roles or move into future roles
Social learning To provide employees with guidance on how to advance their careers and build relationships to increase engagement and knowledge sharing. Includes formal and informal career coaches, mentors, and online learning communities. Provides employees with knowledge and relationships that help them advance their career
Emphasis on learning through relationships, which increases employee retention
Assessment measures To provide employees with insight into performance strengths and development opportunities. Includes 360 surveys and psychometric measures of work style, personality, and motives. Increases employees’ self-awareness and understanding of strengths and limitations
Focuses development energy on things that matter the most
Transition management To help employees adapt and rapidly reach full productivity in new positions. Focuses on technical training as well as methods to socialize people into new companies or groups. Helps employees to reach full productivity in new roles while decreasing the risk of turnover in new staff