Talent Management

Talent Management

Talent Management Jonathan Poland

Talent management is the process of identifying, developing, and retaining highly skilled and capable employees within an organization. It involves a range of activities, including:

  1. Identifying talent: This involves identifying individuals within the organization who have the skills and potential to take on leadership roles or make significant contributions to the company.
  2. Developing talent: Once individuals have been identified as having potential, it is important to provide them with opportunities for growth and development, such as training and education programs.
  3. Retaining talent: It is essential to retain top talent within the organization in order to maintain a competitive advantage. This can be achieved through competitive salary and benefits packages, as well as a positive work environment.
  4. Succession planning: Talent management also includes planning for the future leadership of the organization by identifying and grooming potential successors for key roles.

Talent management is crucial for any organization as it helps to ensure that the company has the necessary skills and talent to achieve its goals. It is important to regularly assess the talent within the organization and provide opportunities for growth and development in order to retain top talent and prepare for the future. By implementing effective talent management practices, companies can improve their overall performance and achieve long-term success.


Planning strategy for recruiting, retaining, managing and developing talent.


Developing relationships with sources of talent such as universities.

Employer Branding

The process of establishing a valuable image for an employer in the market.


Recruiting is the end-to-end process of discovering talent and hiring them.


Giving new employees everything they need to do their job from the first day. This often includes efforts to introduce your organizational culture such as a orientation session.

Career Planning

Working with talent to identify and support their goals for their career.

Skills Inventory

Identifying the skills required by an organization and the current coverage and depth of those skills.

Succession Planning

Identifying critical roles and preparing individuals to step into those roles when required.

Training & Development

Providing opportunities for training and development to support career development and address gaps in your skills as an organization.


Design, administration and communication of employee benefits.


Sponsoring systems and tools to improve the efficiency of talent management processes.

Policy & Procedure

Establishing, monitoring and controlling working rules and procedures.


Compliance to laws, regulations, standards and internal guidelines. This involves training, communication, internal controls, monitoring, issue management and reporting.

Employee Relations

Managing relationships with employees including internal communications.

Working Conditions

Designing policy and procedure to ensure attractive working conditions. For example, policies related to work-life balance such as flextime.

Organizational Culture

Working to shape positive and productive norms, expectations and shared meaning. Organizational culture evolves over your history and isn’t directly controlled.

Organizational Structure

Designing the structure of an organization to support organizational objectives.

Employee Satisfaction

Measuring employee satisfaction and working with employees to improve things that are causing dissatisfaction.

Internal Branding

Building your brand from the inside out to develop a brand identity that is authentic.

Goal Setting

The process of agreeing to goals that deliver an organization’s strategy.

Performance Management

Agreeing to performance objectives and monitoring performance. Regular feedback is provided with rewards and recognition for high performance and management of performance issues.


The process of transferring employees to different roles, possibly to an associated entity such as a subsidiary.


The process of handling terminations and resignations.


The process of transitioning employees into retirement and managing retirement benefits and relationships with retirees. Retirees are typically viewed as affiliated with your organization whereas former employees who have exited are no longer affiliated.

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