English 中文
+86 21 5836 1122
  1. Home
  2. Overall Consultation Plan
  3. Talent Inventory: Developing Superior Talent Management Strategy

Developing Superior Talent Management Strategy

Employees are the most important asset of an organization.

A good talent management strategy is characterize by their emphasis on the differential management of the employees in the management of the organization talent.

The significance of talent inventory review are：

· To review and improve upon existing organization structure and talent management.  Ensure optimal organizational structure that is able to design and implement strategies

· Identify key roles and people, invest in them, build capacity

· Assess Employee Engagement

· Talent review and analysis

Benefits of Talent Inventory

Precise knowledge of talent data

A sound talent and leadership structure,
the formation of talent pipeline

Significantly shorten the vacancy period for the strategic position

Effective talent retention strategy,
with a 10% increase in key talent retention

CAP Talent Inventory – a 3-step Approach

Step1

Competency

Define Competency Standard

Process: Establish competency-based performance model, improve Identify benchmark, assess existing talent pool, define the competency requirements of each work level, and establish the long-term talent management practices
Step2

Assessment

Assess Current Status

Process: Select the appropriate assessments for personnel based on Competency standard established in Step 1.  Complete a talent mapping to analyze existing capabilities and predict future potential

Competency Assessment: 360 degree competency assessment

Evaluate KSA (Knowledge, Skills, Talent) and actual job performance


Work Competency Assessment — WBI (Work Behavior Inventory)  Questionnaire

Evaluate individual competency indicators in the workplace for management competencies, service oriented jobs suitability,  Sales and Influencing competencies, entrepreneurship, innovation, stress and adversity tolerance, etc.


Personality Assessment: Evaluating Driving Values and Motivational Factors

Talent Mapping Diagnostics

1）9-box grid – Performance Vs Competency, “Inventorize” current-level of  performance

2）9-box grid – Competency Vs Potential assessment, Forming of the Talent Map

Step3

Plan

Promote Actions

Process: In-depth mining of the Talent Inventory review outputs, design an integrated talent training and development system for the enterprise.   Trainings and other intervention becomes a well though-out process where investments reap it reruns and people are attracted to an organization that invest in developing good people.  These pool of talent drives the strategic realization of the business strategies.

1）Provide a clear view of the existing talent structure (roles and responsibilities) and the capabilities and its corresponding deficiencies.

2）Give recommendations: report to senior executives on the findings of the survey and analyses.  Provide a reference for high-level personnel decision-making, to arrive at a consensus for building talent.

3）Help development: Based on the inventory results to develop competency training and talent management plans, create talents pool for succession and career development plan.  Help HR establish talent management programs that are tied closely with the organization strategy and the company values system.