The document summarizes a presentation about making talent reviews more business-focused rather than just a binder exercise. It recommends that talent reviews should demonstrate why the process is important to the business, leadership, and other initiatives. The presentation also suggests tailoring the talent review agenda based on the industry's life cycle stage, such as focusing on growth and developing talent potential and pipelines for growing companies. It emphasizes that talent reviews are not just an HR exercise and that business leaders must take action and be accountable for the outcomes of the discussions.

1. Talent Review: It’s Not About the Binder- It’s About the Business
MN SHRM Conference Presentation
October 2016
Sarah Waite
Director of Talent G&K Services

4. Why is it important to the
business?
Why is it important to
leadership?
Why is it important to other
initiatives?
Why is this worth our time?

8. Anesthesiology
Neurology
Neurosurgery
Urology
ObGyn
Gastroenterology
Source: Association of American Medical Colleges, “Diversity in the Physician Workforce Facts & Figures 2006

12. What is happening in your industry?
What is happening with your competitors?
What is happening in your geography?

13. Potential Talent Review Agenda
Start Up: Acquisition Focus
-Critical Skills
-Critical roles/talent
Growth: Development Focus
-Potential to advance
-Pipeline of talent
Maturity: Retention Focus
-Talent We Can’t Lose
-Critical Skills
Decline: Operations Focus
-Span of Control
-Staffing model

14. ●
●
Growth: Development Focus
-Potential to advance
-Pipeline of talent

15. ●
●
●
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Growth: Development Focus
-Potential to advance
-Pipeline of talent

16. It is not HR’s
monkey to take
action on the
discussion!