Recruitment diagnostics for the recruitment industry

Talent Diagnostic

This diagnostic aims to give you some fresh insights into the area of talent management and enable you to benchmark your performance against best in class. If you would like to learn more about how to improve the effectiveness of your talent investment please contact Lisette Howlett, mlh global hr consulting by phone on 0207 512 9878 or by e-mail at talent@mlhconsulting.co.uk

Responsibility

Who takes responsibility for talent management in your organisation?
The Career Management Committee
The HR function
The executive team
All Managers/Leaders
All of the above

Time

How much time is devoted to talent management in your organisation within the HR function?
Dedicated team in place to support this
This is seen as a key accountability of HR business partners who may or may not be supported by a dedicated team
Although we try to get quality time on the agenda it seems to slip to the bottom except once a year when the plans need to be submitted.

How much time is devoted to talent management in your organisation by management teams?
Lots of time spent on planning and discussion
Structured time made available at regular and planned intervals
Topic on the agenda but frequently squeezed out but more pressing business matters

How much time is devoted to talent management in your organisation by individual managers?
Annual reviews can be pushed back and HR frequently chases for information.
Annual reviews are completed on time and succession plans filled in and submitted each year.
Talent discussion forums/career management committees are well attended and given priority. Overall plans are developed with follow ups in place. At least 10% of a managers time is dedicated to this broad area

Processes

What formal processes do you have in place for talent management
We do not have any formal succession planning in place, we treat each vacancy individually and look at the talent pool available at the time.
We carry out a formal succession plan and make sure we have successors identified for critical roles.
We have comprehensive succession planning processes in place which include development plans.

How do your informal talent management processes work?
We focus on the formal process and believe that this is the way to ensure good talent management.
We know that there are many informal processes but try to keep things focuses on the formal side in order to ensure quality and fairness.
We have some understanding of the informal processes and try to align these where possible.

Managing Talent

How effective are you at attracting, retaining, developing, recognising and promoting your talent?
We have a way to go
We work at this but cannot say we are perfect
This is an area of prime focus and we measure our performance and see year on year improvement.

Measurement

How do you measure the effectiveness of your Talent Management
We do not have a special set of metrics for this - but do try to ensure that we discuss effectiveness at talent meetings
We measure the timeliness and completeness of the succession plans - are they submitted on time, are there successors for each job etc.
We measure the timeliness and completeness of the succession plans - are they submitted on time, are there successors for each job etc. We also audit the process once a year to get views from line managers and see if there are areas for improvement.






Site Sponsors

Adverts.
Advert

Advert

Advert

Advert

Advert