The document discusses the process for conducting talent reviews within an organization. It explains that talent reviews are used to analyze talent through tools like personal appraisal forms and competency assessments in order to make accurate decisions to improve talent development on a large scale. It outlines the 7 step process for conducting talent reviews which includes collecting performance assessments and competency data, analyzing it, developing talent review reports and recommendations, and following up on action plans to restructure, provide learning and development, and recruit to support organizational strategies.

1. Talent Review
101

2. why do we do talent
review?
• 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 does it work?
• Talent Review uses:
• Talent Review Tool which is based on the
Personal Appraisal Form and Competency
Assessment Tool.
• Process of Talent Review
Collection
of PA
Collection
of CAT/
360
Talent
Review
Talent
Review
Report
PA
Introduction
Analysis
Restructure
LnD
Recruitment

4. The
performance
appraisal
process

5. 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
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
Talent Review

6. 3
4
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
5
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
Talent Review

7. 1 2 3
4 5

8. what about
step six?

9. let’s talk
about talent
review
compilation

10. 6
Talent Review
Talent Review:
!
1. Fill the Talent Review Tool
Insert the PA scores and CAT scores into the Talent Review tool, please ensure the Name, Function,
JD is also included.
!
2. Fill in the Report Template
Fill the template and add your recommendations and correlations based on the data analysis
!
!

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

12. • 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
how to use: report

13. what about
step seven?

14. 7
Talent Review follow up
3. 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.
!
4. 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 organisation's goals?
How many people will you need to achieve your LC goals?
!
5. Develop HR strategies to support organisational strategies
a) Restructure
b) Learning and Development
c) Recruitment
d) Collaborations
Talent Review Follow Up:

15. additions to
note.

16. Talent
Review
Education
for TLP/
TMP
PA
Timeline
Personal
Appraisal
Talent
Review
JD Analysis
Restructure
LnD
Recruitment
1
Talent Review input into EB direction/ strategy - how do the
findings of talent review impact on your quarterly strategy
2 How is this data completed with Exchange tracking?

17. Talent
Review

18. minimum
requirements of
talent review

19. Talent Review follow up
Talent Review is due 14 days after the quarter is finished eg. January 14, April 14,
July 14, October 14
!
Talent Review requires 100% submission of individual PA and CAT/360 with 100%
validity.
!
The documents you need to submit are:
!
• Individual PA and CAT/360
• Talent Review Compilation
• Talent Review Report
Talent Review Follow Up:

20. thank you.