In an increasingly competitive environment, it is important for the organization to evolve faster than its market so that it can maintain its position. But these changes cannot be made without a clear and precise roadmap that defines the objectives to be reached in the medium and long term, your talent pipeline roadmap. It is a tool that allows the management team, the various business managers and the HR Director to carry out all the measures that are undertaken while maintaining good communication and cohesion within the company. Would you like to implement it in your organization?
Here is a checklist to help you choose your Strategic Talent Planning : Does the solution you are evaluating contain all of these modules?
The essential aspects of talent Planning
Talent Planning is a tool developed by the HR department of a company, primarily aimed at proactive employment management. As a Human Resources Director, it enables you to plan your resources strategically, assess the range of skills currently available, and identify those needed in the future. This tool is not just for decision-making; it also encompasses aspects of training, mobility, and recruitment.
All the tools to compare the solutions that will be proposed to you by the software editors are available on our"Tools and Guides" page.
What arethe main components to evaluate when choosing your Skills Planning solution?
The components to be evaluated are:
- The repository and its mapping of skills
- Interviews to evaluate skills
- The professional interviews contained in the platform
- Upgrading mechanisms skill, in support of the action plan
#1: the Skills library
The skills library is a comprehensive toolbox that outlines the full scope of managerial and technical job responsibilities, including knowledge and expertise required. This document serves as a vital strategic connection between the company's objectives and its employees' skills. Managers can leverage it to assess their team's abilities and identify any training requirements. Employees, on the other hand, can use it to understand their career trajectory and explore various advancement opportunities available to them.
#2: Assesments' discussions
When carried out in the context of the career development process, appraisal interviews enable the employee's current level of skill to be assessed in order to compare it with the expectations of the position he or she holds. Generally, they are organized once a year and allow to reach objective conclusions on the possibilities of evolution of each position (or of the people who currently occupy them) and on the possible needs of training. They will also allow you to evaluate the company's remuneration policy and to be more objective when making decisions regarding requests for increases. You will have more elements to judge the merit of each employee.
#3: Professional interviews
The professional interviews allow you to discuss with each employee about his or her career path and the different perspectives related to his or her career. They are clearly different from appraisal interviews and should be conducted in a more relaxed atmosphere to allow the employee to open up. You will discuss with him/her several questions related to his/her internal mobility, the evolution of his/her position, possible promotion opportunities, etc. You could also suggest some training courses that will enable him/her to realize his/her projects. The objective is to ensure their well-being at work and to increase their pride in belonging to the company.
Professional interviews must take place every 2 years. They set a direction that the Strategic Workforce Planning reinforces. We dedicate a page to professional interviews.
#4: Skills enhancement tools
The training plan is established according to the different needs that have been previously detected. Planning skills needs allows you to establish an exhaustive list of people and positions for which the company will have to invest in training to develop their skills or to facilitate their reconversion. We detail the objectives, skills developed and modalities of ascent in skills in our graph below (experience sharing, tutoring, micro-learning, webinars, etc...). For the managers, it will be a question of equipping them to improve and individualize the training practices according to the skills for which they are responsible.
See also our article: How to negotiate an agreement with employees reps when it comes to skills planning ?
