The document outlines a talent management framework that focuses on pairing employees' competencies with the right jobs to improve productivity. It uses a 3x3 competency matrix for succession planning. Employees are categorized into four quadrants based on their performance and potential. Those with high potential but low performance are given accelerated career paths and increasingly challenging assignments. Those with high performance but low potential receive short-term developmental roles. Long-term plans are made for those with low performance and potential. The framework also includes leadership programs, executive coaching, mentoring, skill development initiatives, and an attrition strategy focused on work-life balance, internal talent promotion, and building an employer brand for the future.

1. High
Medium
Low
Emerging Current Consistent
Source Details:-
Performance:- Sum of last 3 years rating
Potential:- Competency Assessments Tools
Job Band making post Job Evaluation:-
A. Better Productivity by pairing right
Complexity viz vie Competency.
B. 3x3 competency matrix led succession
planning
Org culture emphasis on Experimentation,
Autonomy & Risk taking i.e. focus on
Potential over Performance Quadrant
Talent Management Framework
Plan Action
Immediate
Accelerated Carrier path, Increasingly
Challenging Assignments
Short term
Assign critical knowledge jobs,
Developmental role for high potential
Long term
Careful next assignment, Build
functional specialty
Potential
Performan
ce
Leadership
Program
Succession
Planning
Executive
Coaching
Role Enrichment
Functional
Competency
Individual
Development
Plans
Managerial
Effectiveness
Program
Mentoring
Action Learning
Projects
Skill Upgradation,
Reskilling &
Multiskilling
Large scale interactive programs
Cultural pillars, Digital & Soft skills

2. Attrition Strategy for Talent
• Real time Attrition & Engagement analysis for
Agile HR Intervention.
• IRP (Internal recruitment policy) for grooming
& promoting Internal Talent Marketplace.
• Focus on work life balance, flexi work &
wellbeing Offerings.
• Early carrier conversations/path & listening
posts for taming infant attrition.
• Explore long term incentives specially around
leadership & digital talent.
• Rethink recognition culture among Managers
(1st touch point).
• Move to new age external L&D platforms, ways
& means Ex- Udemy etc.
• Move away from Normalization in Bell curve.
• Effective change management (communication)
at workplace w.r.t Business exigencies.
• Culture: Build employer brand around future
ready organization
• Move to benefits centric Total rewards (Reason
uniqueness, inflation proof & emotional
wellbeing).
• Risk Mitigation: Focus on holistic diversity in
talent portfolio & Benefits tailoring.
• Org Value Alignment (cultural fit) weightage in
all Talent policies.
• Maintain good Succession cover ratio, deploy
mechanisms to capture Tacit knowledge &
enhance Horizontal mobility (Generalist) among
Medium pods.
Cultural
Differentiation
Battle & War

3. Q & A
ABC
XYZ