1. Building a talent strategy from your company’s strategic plan
Employment Resource Group, Inc.

2. ERG Talent Strategies Video

3. Why Strategic Planning?
• Company establishes must/have – can’t fail goals for the year and possibly next 3-5 years.
• Aligns organizations on where to focus time, energy, resources and talent.
• Establishes agreement and accountability around intended outcomes and/or results.
• Allows organizations to assess and adjust the organization’s direction in response to changing economic or market conditions.
• Ensures that employees and stakeholders are working toward common goals.

4. Strategy is set, now what?
As human capital leaders, it is our role to constantly have a pulse on the stakeholders within the organization:
Potential turnover
High Performers – keeping them challenged to deliver results
High Potential – leadership development to grow
Performance plans (the “good” turnover)
Succession planning for transfer of institutional knowledge

5. Stakeholder analysis

6. Current Stakeholder Analysis
Done each year during performance reviews
Employees lead performance reviews so you understand their goals and desire within their career.
During talent planning you can match desires with company strategy.
Supervisors assess for culture fit.

7. Employee lead Performance Reviews
Do you want to have input and impact in your personal career? Everyone does! Suggested questions:
What was your most significant learning this year?
What do you believe was your greatest achievement(s)?
What areas would you like to improve upon?
What are your career goals (next year, 3-5 years, ultimate goal)?
What competencies/training will you require to assist with your career goals? What can I do to help?

8. Supervisor input - Performance Reviews
Supervisor independently reflects on these same questions. He does not share input until the employee has reviewed first.
What was your most significant learning this year?
What do you believe was your greatest achievement(s)?
What areas would you like to improve upon?
What are your career goals (next year, 3-5 years, ultimate goal)?
What competencies/training will you require to assist with your career goals? What can I do to help?
Component is added where the Supervisor evaluates the employee based on your Shared Values – Culture fit.

9. Career Pathing Supervisor Questionnaire

10. Employee Development Plan

11. Career-pathing form Career-Pathing PERSONAL INFORMATION METRICS
Current Performance + Potential + Self Awareness + Leadership = Score : High Performance / High Potential : Potential 1-8: Low Potential
Career-Pathing
PERSONAL INFORMATION
METRICS
Leadership Score
Employee Information
DiSC Assessment
2015 Development Plan
Succession Plan
Current Performance
TOTAL (4/4)
Potential
TOTAL (5/5)
Self Awareness Score
Leadership
TOTAL (3/3)
Decisive
Interactive
Stabilizing
Cautious
Top 3 Goals
Next Position
Ultimate Positon
Energy/Drive for Achievement
Teamwork/Engagement
Mental Toughness
Emotional Maturity
Curiosity
Insight
Engagement
Determination
Execution
Significant Learnings
Greatest Achievement
Areas of Improvement
Career Goals
Compentencies Needed
Strategic Perspective
Passion for the Company
Accountability
NAME
AGE
TITLE
SALARY D I S C
Goal #1
Goal #2
Goal #3 O SR CR
NOI E 1 2 3 4 5 R1 M R2
Career-pathing form

12. Turnover Risks / Anticipate Retirements
Stakeholder Analysis
Must do / Can't Do
Fail Goals
Owner
Team
Potential Gaps
Turnover Risks / Anticipate Retirements
Hires

13. Next Steps in your Talent Plan
Plan out hiring for the year. Makes you aware so you may take advantage of opportunity hires.
Succession planning can begin because you have a clear line of sight on who needs to begin the transfer of knowledge. Align career-paths with retirements. Three year timeframe.
Leadership development can begin. High performers and high potential are the targets.
Give you the opportunity to review each stakeholder and each team to ensure they are functioning to hit the must do/can’t fail goals.

14. Innovation Summits
Culture alignment and work performance determine high potential and high performing employees.
ERG conducts off-site Innovation Summits built around employee alignment with strategy, critical thinking and problem solving skills.

15. Questions? 3100 North Ballard Road Appleton, WI 54911
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