TalentReviewProcess人才盘点评估流程.pdfVIP

Steps of the Talent Review Process Managing talent movement is equally as important as managing brands, finance, or any other key resource. The Talent Review Process drives the Company’s global succession planning activities, which are focused on putting the right people in the right positions at the right time to build a sustainable Leadership Pipeline. To see how the steps of the Talent Review process fit into the bigger CareeR process click on the CareeR process flow link to the right. What are the five steps to succession planning success? 1. Identifying Talent = Assessing the Potential and Readiness for progression 2. Reviewing Identified Feeder Roles = Ensuring Critical Roles that “Feed” Talent to Senior Levels Provide Possible Successors with the Development Opportunities Needed to Progress through the Leadership Pipeline 3. Completing Talent Review Templates = Filling Out Standardized Forms to Ensure Global Consistency in the Succession Planning Process 4. Completing a Gap Analysis = Identifying Gaps in the Leadership Pipeline 5. Sharing Post-Talent Review Feedback with Employees = Communicating Discussion Outcomes about the Employee to the Employee Overview The goal of succession planning is to: • Identify and prepare suitable employees as possible successors to incumbents in roles through job rotation, development, and mentoring, while aligning individual career aspirations with Company need as much as possible. • Accomplish the critical task of helping companies to identify gaps in their short-and long-term Leadership Pipeline, then create action plans designed to fill those gaps. Although the Succession Planning Process continues year-round, annual Talent Review meetings are used as the primary forum for managing the total process from a local to a global perspective. The Talent Review Process: BEFORE THE TALENT REVIEW MEETI