Talent Planning, also referred to as Succession Planning, is a vital aspect of HR and business strategy. In this article, we will discuss how intelliHR approaches talent planning, which involves identifying and developing employees with high potential and performance to fill critical roles within the organization.
This article covers:
Note: This article is a high-level summary of the concept of Talent / Succession Planning. For a comprehensive guide on how to utilize the Talent Planning feature in intelliHR, click here.
What is Talent Planning?
Talent planning is a strategic process that involves identifying and developing employees with high potential and performance to fill critical roles in an organization. The 3 by 3 square created for talent planning consists of nine boxes that help to assess an employee's potential and performance. The boxes are categorized based on low, moderate, and high potential and performance levels.
The categories include employees who need support, employees who are well-placed in their current roles, employees who have fluctuating potential and performance levels, and employees who are thriving and leading. The goal of talent planning is to identify employees who have the potential to develop into leaders and provide them with the necessary support and development opportunities to succeed in their future roles.
The process at a high level involves assessing an employee's performance and potential, providing feedback and coaching, identifying development opportunities, and creating a plan to support the employee's growth and development. By investing in employee development, organizations can create a pipeline of talent that is ready to fill critical roles and drive the organization's success.
Talent Mapping
A common practice to visualize the Talent Planning process is to place employees on a grid map called the Talent Map. This helps you quickly distinguish clusters of people that need specific support, as well as people who have high potential/performance and are ready to pivot to other positions should the need arise.
In intelliHR's Talent Mapping process, each square represents a Talent Cohort which is what the groups of people who fit into that square are categorized as.
By categorizing employees into cohorts based on their potential and performance, organizations can have a clear visual basis backed up by data, in order to prioritize development endeavors for specific individuals.
Related Terminology
Succession planning AKA Talent Planning: The process of identifying and developing employees to fill key roles within an organization in the event of retirements, resignations, or other departures.
High-Potential Employee: An employee who demonstrates the potential to excel in higher-level positions within an organization.
Development Plan: A personalized plan outlining an employee's strengths, weaknesses, and areas for development, with specific goals and actions for improvement.
Talent Pipeline: A strategic approach for managing and developing employees to meet current and future organizational needs.
Career Pathing: A process that helps employees map out a clear and achievable career path within an organization, taking into account their skills, interests, and development needs.
Leadership Development: A process of developing employees' leadership skills and competencies, with the goal of preparing them for future leadership positions within an organization.
Talent Mapping: A strategic process that involves identifying and analyzing the skills, competencies, and potential of employees within an organization to align them with key roles and future business needs.
Talent Cohorts: A Talent Cohort refers to a group of employees who share similar potential and performance characteristics as categorized within the Talent Map, i.e. employees who fit into one of the boxes within the Talent map.