Talent Management
Supporting, developing, retaining, and engaging a workforce through creating, implementing, and maintaining talent management solutions (e.g., employee engagement, succession planning, learning and development, assessment, planning).
Level 1 Introductory: Demonstrates introductory understanding and ability and, with guidance, applies the competency in a few, simple situations. Can direct people to the appropriate source for further information.
BEHAVIORS
- Describes all of the components of the organization’s talent management processes.
- Describes how talent management adds value to the organization.
- Processes documents and information associated with talent management.
- Operates talent management software and systems.
QUESTIONS
- Describe a time when you were asked by your supervisor to support him/her in a specific talent management process.
Probing Questions
* What was the specific process?
* What was your role?
* What techniques, tools or resources did you use to support the activity?
* What were the results of conducting this talent management activity?
* What was the feedback from your supervisor on the work you did?
- Tell me about a time when you were asked to describe how your organization managed its talent resource.
Probing Questions
* What were the circumstances surrounding this request?
* What actions did you take to ensure you covered all the components of talent management?
* What questions or challenges did you have to address?
* How did you address them?
* What was the result?
Level 2 Basic: Demonstrates basic knowledge and ability and, with guidance, can apply the competency in common situations that present limited difficulties.
BEHAVIORS
- Identifies opportunities to improve or expand current talent management offerings.
- Supports managers and employees in using talent management tools, processes and systems.
- Assists in the implementation of new tools, processes and systems.
- Analyzes research to identify employee and manager talent management needs (i.e. help desk).
QUESTIONS
- Describe a recent example of a time when you were asked to support a manager who was reviewing his staff's capacity to successfully carry out the work of the unit.
Probing Questions
* What processes did you identify for him/her to tackle this challenge?
* What background data did you prepare and how did you gather it?
* What role did you play in determining gaps in the staff's capabilities?
* What were the results of the project/assignment?
* Was the manager pleased with your efforts - why?
- Tell me about a time when you realized the potential for improvement in administering portions of the talent management solutions used in your organization.
Probing Questions
* How did you identify the need for improvement?
* What potential improvements did you come up with?
* How did you put your suggestions forward?
* What feedback did you receive?
* Were your suggestions implemented - why/why not?
Level 3 Intermediate: Demonstrates solid knowledge and ability, and can apply the competency, with minimal or no guidance, in the full range of typical situations. Would require guidance to handle novel or more complex situations.
BEHAVIORS
- Manages talent management tools and systems including development, implementation, analysis and reporting.
- Ensures talent management processes minimize administrative overhead.
- Engages stakeholders to achieve talent management outcomes.
- Recommends improvement in talent management systems and processes.
QUESTIONS
- Give us an example of a time where you were in charge of managing the activities of a talent management program or a specific segment of that activity.
Probing Questions
* What were the elements and processes you managed?
* What were the processes and tools used to carry out the activities?
* What were the expected outcomes of the talent management activities under your guidance?
* What did you do to ensure maximum participation from managers and employees?
* What was the impact of your efforts on the organization's overall capacity?
- Describe a time when you built and implemented talent management processes and procedures for use in your organization.
Probing Questions
* * What were your role and responsibilities in the organization?
* What did you do to ensure that you got input from all those who had a vested interest in the development process?
* What analysis did you undertake for design/development and implementation?
* How did you present your recommendations to interested stakeholders?
* Was the initiative successful?
Level 4 Advanced: Demonstrates advanced knowledge and ability and can apply the competency in new or complex situations. Guides other professionals.
BEHAVIORS
- Plans develop and implement new or improved solutions in talent management (e.g. succession planning).
- Evaluates current talent management solutions for effectiveness.
- Addresses trends in employee development and performance data to identify strengths and gaps in the talent pool.
- Establishes organizational metrics and measures for talent management processes.
QUESTIONS
- Tell us what you have done to stay on top of talent management/employee development best practices and trends
Probing Questions
* How did you select which talent management areas you would focus on?
* What steps did you take to identify and examine evolving practices and new ideas or approaches?
* How did you determine the applicability of these practices etc. to your organization?
* What improvements did you implement as a result?
* Was the talent management activity in the organization more effective as a result?
- Describe a situation in which you were asked to assess the effectiveness of the organization's current talent management solutions.
Probing Questions
* What were the circumstances surrounding this initiative?
* What did you do to identify or develop indicators to measure the then-current effectiveness?
* What data gathering and analysis tools and techniques did you use in your review?
* Why did you make the recommendations that you put forward?
* Were the talent management processes modified as a result of your efforts?
- Tell us about a time when you had occasion to call upon the results from the talent management processes you managed to address a sudden or unexpected need.
Probing Questions
* What was the need?
* How did you identify what was needed to meet this need?
* What value-added was the talent management data in dealing with this change?
* What steps did you take to demonstrate that the talent management system was highly beneficial in this situation?
* Did this scenario enhance the buy-in to talent management activities?
Level 5 Expert: Demonstrates expert knowledge and ability, and can apply the competency in the most complex situations. Develops new approaches, methods or policies in the area. Is recognized as an expert, internally and/or externally.
BEHAVIORS
- Evaluates talent management systems and processes to ensure budget optimization.
- Communicates the effectiveness of talent management strategies on business goals.
- Identifies the impact of socioeconomic trends on talent management strategy.
- Aligns talent management strategy to organizational objectives.
- Prioritizes talent management initiatives.
QUESTIONS
- Talk about a time when you developed and implemented a measurement approach to evaluate the investment in talent management activities.
Probing Questions
* What were the circumstances surrounding this initiative?
* What process did you use to identify the time and money costs invested in talent management activities?
* What approach did you develop to identify the appropriate financial metrics?
* What did you do to value the "soft costs" such as managers' and employees' investment of time?
* What impact did your measurement activities have on the organization?
- Describe a time when you championed a new talent management approach or significant changes to existing talent management policies, practices or processes.