The document outlines a comprehensive strategy for talent planning and management within an organization, aiming to better understand and fulfill current and future talent needs. It emphasizes the importance of aligning talent planning with business goals, utilizing talent analytics, and creating effective retention strategies to keep top talent engaged. Additionally, it provides a structured approach to recruitment, employee development, and succession planning to ensure a sustained competitive advantage in a rapidly evolving workforce landscape.

1. Module : Talent
Identification & talent
Assessment tools
Talent Assignment – Dr. Hisham Sharawy

2. Introduction :
According to my current position as
Talent Acquisition and Development Manager for one of services company
I will prepare my plan for both of current and expected talent in my
organization, so I will ask myself first
- What is talent planning?
- How can I plan my organization’s
current and future talent needs?

3. What is talent planning?
Talent planning is a comprehensive strategy that structures how a company
plans for hiring, retaining, and developing their current and future employees.
With the fast-paced environment of today’s workplaces, employers must have a
firm grasp on not only the employees they need right now but what talent they’ll
need in the future to achieve their goal.
That’s where talent planning comes into play. Instead of only focusing on hiring
the right people for current job openings, talent planning helps organizations
predict what skills they’ll need in the future to help their company keep
momentum and outmaneuver their competitors.
Talent planning focuses on four key areas:

4. What is talent planning?
💰 Cost: Companies want to optimize their spending on their workforce – meaning
spending their money as effectively as possible. What’s more, today’s workforces are
becoming increasingly remote, and a company’s talent pool now stretches globally.
Hiring talent from different countries with more competitive pay packets allows
companies to stay competitive and control costs.
👵 Demographics: Aging and retiring employees and outdated skills can pose a
problem for companies if they don’t have a plan to deal with it. Talent planning can
create a strategy to reskill and retrain loyal employees you already have in your
company.
💼 Management: Keeping top talent in your company isn’t easy. Talent planning
focuses on keeping your best employees within your company by creating career
succession paths to replace senior management and executives when they’re ready to
move on.
💻 Flexibility: The days of working 9-5 are slowly starting to fade. Now, employees are
looking at a company’s flexibility and innovation when choosing their career pathways.
With talent planning, it’s easier to plan for these changes and accommodate top talent
within the company.
For businesses that are serious about not only keeping top employees at their
company but outsmarting their competitors, talent planning has become a significant
focal point. In fact, over 60% of middle-market executives now say talent planning is
one of their main priorities—11% saying it’s their top priority.

5. Steps to talent
planning
1- Align with your organization’s business goals
2. Implement and use talent analytics
3. Determine critical hiring needs and create a hiring plan
4. Identify high-potential employees
5. Develop your employees
6. Establish retention strategies
7. Build a long-term employer branding strategy
“ Wrapping up “
😊

6. 1- Align with your
organization’s business goals
The first step to effective talent planning is knowing exactly what your
company’s goals are.
It’s crucial to get a realistic idea of your company’s expansion plans and
market opportunities so you can outline the organization’s business goals
for today and the future.
Now, don’t get this step confused with your annual budgeting process that
looks at employee turnover and retention rates. This goes beyond that. You
need to outline where you see your company in 5 years, what you want
your service to look like, what talent and skills you’ll need to make that
happen.
Do you need to hire more? Do some of your senior executives need training
on how to adapt to a more modern, flexible working environment?
Look at your in-house talent as well as the talent you hope to attract from
the outside. Only then can you get deeper insights into what your company
needs to achieve its goals.

7. 2- Implement and use talent
analytics by :
- Nine-box Matrix
- Leadership Assessment Tools
- Career Interest Assessment (Six Holland Themes)
- Succession Planning
Next, lean on your data extract from your measurement tools to help you
plan for your current and future talent needs.
Implementing and using talent analytics can help you to analyze the talent
and skills your company already has.
However, it also allows you to conduct a thorough skills gap analysis and
uncover shortages in your business. Skills that were in high demand in
2010s may not match what you’ll need in five years.
For example, talent analytics can highlight which of your employees are
more productive than others, which have more modern skillsets than
others, and even which staff are more engaged in their roles. Such talent
intelligence also helps you analyze expected salaries and benefits for
current and future job openings in your company so you can create better
offers and retain top-performing employees.

8. 3- Determine critical hiring
needs and create a hiring plan
Understanding your business goals goes hand in hand with identifying
your company’s critical hiring needs.
Start the conversations with my organization managers from different
departments about their plans and strategies.
Determine how many people in key positions like managers and
executives they predict will be retiring or leaving their positions soon so
you can prioritize.
Then, look at what hires you’ll need to make to ensure future goals
become a reality.
Once this is done, you can create a hiring plan.
Break down the numbers of new hires you’ll need to make to fill current
and future skills gaps, as well as a budget and recruiters you’ll need to
make it happen.
Then, you can start analyzing these roles and requirements individually,
and produce a recruitment process to attract the right talent for each of
them.

9. 4- Identify high-potential
employees
Beside creating a hiring plan to fill skills gaps, look at the talent you already
have in your company.
Analyze the top talent in the lower ranks of your organization and try and
identify if any of them have leadership potential.
Look at their skill sets, determination, and culture fit and then assess them to
see if they have what it takes to be a future leader at your organization. Hiring
and filling positions internally makes a lot of sense as employees with high
potential are 91% more valuable to organizations than non-high potential
workers.
The model measures leadership potential using three components:
Foundations: How an employee manages their career, if they’re rewarding to
deal with, and are organized
Emergence: How well an employee stands out from their peers, builds
strategic business relationships, uses their influence, and is viewed as a leader
Effectiveness: How well a person can build and maintain high-performing
teams that drive organizational success
Measuring employees this way gives businesses a birds-eye view of their work
habits, leadership potential, and ideal job aspirations. Once you have a firm
handle on these aspects, it’s easier to find internal employees to promote and
fill leadership positions down the line.

10. 5- Develop our employees
Although we’ve just highlighted the importance of finding employees with
future leadership potential, you still need to focus on every employee.
Talent planning requires creating a strategy that looks after the
development of every single staff member on your team. Your talent
planning strategy should provide employees with learning opportunities,
as well as internal mentoring from managers and senior leaders.
Why? Well, all members of your team should be able to envision a career
pathway at your company.
Having an internal mobility program makes it easier for your company to
reskill current employees and fill department gaps without having to look
externally. Even better, an internal mobility program helps you to
recognize cross-collaboration opportunities so employees can use
different skill sets to get projects done quicker.
Finally, track your employees’ upskilling or retraining efforts. If they’re
completing additional training, touch base with them when they’re close
to the finish line so you can talk to them about what comes next. The
sooner you reach out to an employee who is working on keeping their
skills sharp, the more chance you’ll have of keeping them at your
company instead of losing them to a competitor.

11. 6- Establish retention strategies
It isn’t enough to have a good recruitment strategy in place—you also
need to look for ways to keep your employees on board.
Make sure you keep a close eye on what packages you’re offering to
current and future staff.
Are your benefits packages good enough? Are there any pay gaps? Do
you offer your talent enough opportunities to develop new skills and
move around to other departments?
Retaining staff can also come down to listening to what they want and
showing them, you care. Employee surveys are an easy and cost-
effective way to see how satisfied your employees are and, more
importantly, identify issues before they start affecting your retention
numbers.
Another way of diagnosing potential problems with retention is
conducting exit interviews and taking a close look at the results, so
make it a fixed part of your offboarding process.

12. 7- Build a long-term employer
branding strategy
Finally—be in it for the long haul.
Effective talent planning doesn’t happen overnight. It requires long-
term thinking about how you want your organization to be perceived in
the future and what narrative you want to tell your staff.
A big part of this is creating an effective employer branding strategy.
This strategy is critical in attracting, hiring, and retaining new
employees. In fact, 94% of candidates will apply for an open job
position if that company actively manages its employer brand, and
more powerful branding leads to 50% more qualified applicants.
Parts of building a strong employer brand like clear company goals
overlap with talent planning. However, other aspects like creating a
stand-out career page and utilizing interactive online candidate
assessments can make your branding pop. Such assessments allow
potential candidates to get a taste of the culture and expectations at
your company during the hiring process.
This helps talent decide whether your company is the company for
them.

13. Wrapping up “
😊
Talent planning is so much more than a budget or a recruitment process.
It’s a way for your business to scale effectively and utilize the talent and
skills that you have already to plan for a successful future. A talent plan
tightly aligns your organizational goals with the need to focus on the
development of your current and future employees.
It also gives businesses a way to use data and analytics to make smarter
hiring choices not only now, but for the future. Through talent planning,
companies can determine hiring needs, skill gaps, and internal
leadership candidates while also recognizing the importance of their
employee’s happiness and career paths.
Retaining top talent is crucial to your company. Finding talent to reach
future business goals is equally important. Focusing on talent planning
ticks both boxes

14. Actual Plan
I will prepare my plan for both of current and expected talent in my organization with Sales Representative position
In my company the Sales Representative team manpower is : 10 Representatives
According to previous steps and description I will apply the below steps So that I can produce the final form of the plan
1- Job Analysis
2- Extract job description
3- Recruitment Strategy
4- Performance Measurement
5- Nine Box Matrix
6- Training & Development
7 - Career Development
8- Succession Planning
9 - Evaluation and Metrics

15. 1- Job Analysis
What is a Sales Representative?
Sales representatives are responsible for communicating the benefits of a company’s products to drive sales. Sales
reps serve as the point of contact between a business and its prospects or clients and have a range of
responsibilities including identifying and educating prospective customers while supporting existing clients with
information and assistance that relates to services. Qualifications often include strong interpersonal and
communication skills as well as a Bachelor’s degree in business or related fields.
Requirements and skills
• Proven work experience as a Sales Representative
• Excellent knowledge of MS Office
• Familiarity with BRM and CRM practices along with ability to build productive business professional relationships
• Highly motivated and target driven with a proven track record in sales
• Excellent selling, negotiation and communication skills
• Prioritizing, time management and organizational skills
• Ability to create and deliver presentations tailored to the audience needs
• Relationship management skills and openness to feedback
• Bachelor’s degree in business or a related field
https://resources.workable.com/sales-representative-job-description

16. 2- Job Description
Sales Representative duties and responsibilities include:
•Selling products and services using solid arguments to prospective customers
•Performing cost-­
benefit analyses of existing and potential customers
•Maintaining positive business relationships to ensure future sales
•Present, promote and sell products/services using solid arguments to existing and prospective customers
•Perform cost-­
benefit and needs analysis of existing/potential customers to meet their needs
•Establish, develop and maintain positive business and customer relationships
•Reach out to customer leads through cold calling
•Expedite the resolution of customer problems and complaints to maximize satisfaction
•Achieve agreed upon sales targets and outcomes within schedule
•Coordinate sales effort with team members and other departments
•Analyze the territory/market’s potential, track sales and status reports
•Supply management with reports on customer needs, problems, interests, competitive activities, and potential for new
products and services.
•Keep abreast of best practices and promotional trends
•Continuously improve through feedback
https://resources.workable.com/sales-representative-job-description

17. 3- Recruitment Strategy
- Sourcing Channels :
- Online job boards (e.g., LinkedIn, Indeed).
- Social media platforms.
- Recruitment agencies and headhunters.
- Employee referrals and internal job postings.
Selection Process :
- Resume and application screening.
- Initial phone interviews to assess basic qualifications.
- In-person/virtual interviews with hiring managers.
- Sales aptitude tests and role-playing scenarios.
- Final interviews with senior management.
Diversity and Inclusion :
- Implement strategies to attract diverse candidates.
- Ensure unbiased screening and interview processes.
- Promote an inclusive work environment.

18. 4- Performance Management Measurement
- One-on-one performance check-ins
- The5As approach to goal setting
- Real-time feedback
- Reward and recognition schemes
- Awellbeing scheme
- An excellent onboarding process
- 360-Degree Feedback
- Key Performance Indicators (KPIs)
- Personal Development Plans (PDP)
• KPIs :
- Monthly and quarterly sales targets.
- Customer acquisition and retention rates.
- Pipeline growth and deal closure rates.
- Customer satisfaction and feedback scores.
• Feedback Mechanisms :
- Regular one-on-one meetings with managers.
- 360-degree feedback from peers and clients.
- Self-assessment and goal-setting exercises.
• Performance Reviews :
- Quarterly performance reviews.
- Annual comprehensive evaluations.
- Development plans based on review outcomes.
My material

19. 5- Nine Box Matrix
I will apply Nine Box Matrix to can
So, we can determine the level of team members
After applying the Matrix, The following classification has been determined:
- ( 3 ) Employees ( High Performance & High potentials )
- ( 2 ) Employees ( Medium Performance & High potentials )
- ( 3 ) Employees ( Medium Performance & Medium potentials )
- ( 2 ) Employees ( Low Performance & Low potentials )
My material

20. 6- Training & Development
1- Training Plan
- A training plan will be prepared for the below employees
- ( 2 ) Employees ( Medium Performance & High potentials )
- ( 3 ) Employees ( Medium Performance & Medium potentials )
• Training Programs :
- Comprehensive service training.
- Sales techniques and methodologies.
- Customer relationship management (CRM) system training.
• Ongoing Training :
- Monthly sales workshops and seminars.
- E-learning modules for continuous skill development.
• Mentorship Programs :
- Pair new hires with experienced sales reps.
- Regular mentorship meetings and progress reviews.
• Integration :
- Assign a mentor or buddy to new hires.
- Regular check-ins with managers during the first 90 days.
- Team-building activities to foster relationships.

21. 6- Training & Development
2- Development Plan
- A Development plan will be prepared for the below employees
- ( 3 ) Employees ( High Performance & High potentials )
• Give your stars challenging assignments – they are the most likely of all your
employees to pull it off.
• Provide mentorship with more senior members of the organization and create
networking opportunities with other stars
• If they are interested in it, roles in external boards and committees could incentivize
them, reward them
• Skill Development :
- Training on advanced sales techniques (e.g., SPIN selling, Challenger sales).
- Communication and negotiation skills workshops.
- Role-playing and sales simulations.
3- Employees disposal plan
- ( 2 ) Employees ( Low Performance & Low potentials )

22. 7- Career Development
• Career Pathing :
- Clear career progression paths (e.g., Sales Rep -> Senior Sales Rep -> Sales Manager).
- Opportunities for lateral moves to other departments (e.g., marketing, customer success).
• Promotional Opportunities :
- Criteria for promotion (e.g., performance, skills, tenure).
- Transparent promotion process and timelines.
• Professional Growth :
- Access to industry certifications (e.g., Certified Sales Professional).
- Opportunities to attend industry conferences and networking events.
- Support for further education (e.g., MBA programs).

23. 8- Succession Planning
• High Potentials :
- Use performance data and feedback to identify high-potential employees.
- Regularly review and update the talent pipeline.
• Development Plans :
- Individual development plans tailored to career goals.
- Regular progress reviews and adjustments to plans.
• Leadership Training :
- Leadership development programs.
- Opportunities for high-potential employees to lead projects.
- Executive coaching and mentoring.
https://www.institutedata.com/blog/data-driven-talent-development-strategies-for-identifying-and-nurturing-
high-potential-employees/

24. 9- Evaluation and Metrics
• Measuring Success :
- Track key metrics: employee retention rates, sales performance, time to productivity for new hires.
- Use employee surveys and feedback to gauge satisfaction and engagement.
• Adjustments :
- Regularly review talent management processes and outcomes.
- Make data-driven adjustments to improve effectiveness.

25. Thanks,
Ahmed Youssef