The document provides guidance on conducting a talent review to analyze talent and make recommendations to improve talent across an organization. It outlines the following key steps: 1. Conduct talent reviews using a Talent Review Tool based on performance appraisals and competency assessments. 2. Generate a report analyzing the percentage of employees in different clusters, rankings of functions by talent, and recommendations for talent review follow-up. 3. Schedule performance appraisal and feedback meetings to set expectations, review performance against goals, identify development needs, and create action plans. 4. Assess the current talent capacity and future HR needs to develop strategies around restructuring, learning and development, and recruitment.

1. Talent Review
101

2. Objective
•
Analysis of talent to provide accurate and smart
decisions, solutions and suggestions to improve
our talent on a large scale.
•
Talent Review uses:
•
Talent Review Tool which is based on the
Personal Appraisal Form and Competency
Assessment Tool.

3. How to use:
Fill
these
columns
based
on
the
result
of
your
JD
tracking
(PA),
and
based
on
your
development
tracking
(assessment
tool)
These
columns
are
automatic.

4. Making the report
•
Check the report template (it should include):
•
Percentage of Entity in each cluster
•
Rankings of the functions in term of talent
review
•
Recommendations for Talent Review
Follow Up.
•
Functional Analysis

5. Talent Review
FOLLOW-UP

6. Talent Review
1
2
Has there been an expectation setting meeting?
1. Clarification of JD
2. Agree on professional/personal goal achievement (MOS)
3. Expectation Setting
4. Learning and Development Needs
5. Further Support Required
6. PA process
Preparation for PA:
1. Set date for PA (give 1 weeks notice)
2. Give appraised copy of PA form, ask him/her to fill it according to their perspective, bring
support materials if necessary
3. Give VP copy of PA form, reflect on performance of appraisee, fill according to his/her
perspective

7. Talent Review
3
4
5
PA:
1. Make appraised comfortable, explain agenda of chat etc.
2. Share forms with each other, explain each point in detail
3. Listen to challenges and empathize
4. Adjust target and achieved according to issues detailed
5. Ensure appraised understands the ‘performance gap’
Feedback:
1. Discuss how to close the gap, what is holding him/her back? Assess using competencies - is
it knowledge, skill, attitude? What support can the VP/MB give?
2. Discuss how to improve as an individual. What extra challenges does he/her need?
3. Create action steps/ development areas and deadlines
Follow Up:
1. Check to see if member has followed up on actions steps recommended
2. Fulfill promises
3. MB/VPs should follow this up in their weekly/monthly coaching chats

8. 2
1
4
5
3

9. what about
step six?

10. Talent Review
6
HR Plan:
1. Assess your current talent capacity through the talent review
What is the knowledge, skill and attitude inventory of your current staff - assess by function, level
etc.
!
2. Forecast HR requirements looking at the HR needs of your LC plan.
What is the knowledge, skill and attitude inventory needed to achieve your strategic organization's
goals?
How many people will you need to achieve your LC goals?
!
3. Develop HR strategies to support organisational strategies
a) Restructure
b) Learning and Development
c) Recruitment

12. thank you.