Creating the conditions that allow everyone to flourish Talent Management Creating the conditions that allow everyone to flourish

When in works Understand their purpose, where they fit in and how they contribute to the strategic objectives of [ORGANISATION NAME]. Understand the [ORGANISATION NAME] approach to talent management and how their behaviours are as important as the results that they deliver. Know how to get ahead at [ORGANISATION NAME]. Know how they too contribute to the environment that we create for everyone.

Our vision [INSERT VISION]

Our values Our values drive everything we do and the way we do it – this is the [ORGANISATION NAME] way. [INSERT VALUES]

Our people Our people may deliver diverse roles, requiring a vast range of qualifications and experience from across numerous sectors. Three things that we expect our people to have in common: Shared purpose Commitment to the [ORGANISATION NAME] values Talented people with great attitudes and behaviours

Know your purpose The same as the janitor that helps to put man on the moon (NASA), it is vitally important that everyone understands the importance, relevance and significance of the part that they play and how they contribute to the success of [ORGANISATION NAME]. Everyone working at [ORGANISATION NAME] is contributing in an important way to: “vision, purpose”

What is talent management? It’s enabling…

What is talent management? It is a system, a process, an understanding and a belief that puts people and their current/future abilities at the centre of everything that we do. Creation of conditions that allow all to flourish Ability to spot and harness potential within individuals at all levels before or after entry . Aligned systems and processes Recruitment, induction, training, performance management, reward and recognition, communications & engagement, discipline, ending employment. Understanding and belief People at the heart of everything we do. People don’t buy services and products, they buy our people. You can easily teach a skill, you can’t easily teach behaviour and attitude. Its not what you do or say, it is the way that you do or say it!

Talent management People M.A.D Leadership & management Vision & values Leadership & management Attitude & behaviour Spotting potential External market Development & promotion Succession planning Reward & recognition Engagement Career pathways Apprenticeships & graduates

Benefits of talent management Ability to attract, recruit and retain the best talent available Happy and fulfilled place to work Targeted opportunities internal promotion Reduced turnover and increased retention / stability Reduced sickness absence / attendance Increased confidence in your colleagues, managers and support Organisational flexibility to respond to changing demands Increased customer satisfaction / job satisfaction

Appraisals NB. Talent management is not just about appraisals. However Appraisals and performance management are significant tools that contribute to creating and achieving the outcomes of such a robust approach to talent management. Therefore Appraisals are the first activity to change.

Talent Conversation tool   Purple Blue Orange Green New to Role How you achieve it Behaviour What you achieve Performance Outputs Exceeds behaviour exectations Meets behaviour expectations Partially demonstrates behaviours Gold Fundamental to keeping ORG going …our ‘DNA’ expectations Meets Partially meets Possible Step Change: Leadership Role Technical Expert

[ORGANISATION NAME] approach to talent management Talent Conversation Tool Measurements Performance What has been achieved - Results How it has been achieved - Behaviours Potential framework Judgement Drive Influence Organisational talent profile Potential to progress Our DNA Requires support

Appraisal & talent management training - important e-learning will be made available to everyone working for [ORGANISATION NAME] which will help individuals prepare for their appraisal and talent management conversation. The e-learning will cover: Understanding your purpose, how your contribution links to the strategic objectives and thesuccess of [ORGANISATION NAME]. What is different about the new approach to talent management and appraisals. What to expect at your next appraisal review. How will your performance be assessed. How will your potential to progress be assessed. Creating your personal development plan. How to prepare for your appraisal and talent management conversation. How to maximise the opportunities available to you and get ahead in [ORGANISATION NAME]. Where to look / What to do if you have any questions ahead of your appraisal.

Our values and behaviours Final draft (subject to exec sign off) Comms to provide final version here

Changes to expect Talent management is not a once or twice a year activity. it is a continuous activity. Expect to receive positive and developmental feedback Expect to give honest constructive feedback. Don’t ignore the problem. Your silence or denial gives approval to the situation.

Next steps Watch out for the communications with the link to the e-learning. Complete the e-learning before your appraisal. Self assess yourself, and continuously improve. Hold yourself to account – be the change you wish to see.