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Effective Leadership
Strategic Planning
Balancing
Competencies
Objective to be achieved
I do agree with the posted answer.
1. Engage your top leaders - including your CEO. Explain why your organization needs a talent management strategy, outline your goals, tell your leaders how you will measure success, and ask them for their full support. 2. Assign a talent leader. Designate a senior-level person to develop, consistently update, and champion your organization's talent management strategy. 3. Audit key positions and required competencies. This will help you understand your talent bench line - existing talent (headcount and skills) to meet current goals. 4. Map out future needs. Involve talent management in your organization's strategic planning meetings to determine talent requirements for future needs. 5. Use automation to improve processes and workflow. Support your programs with technology, but do not expect technology to be a surrogate decision-maker. 6. Put relevant metrics in place to measure success. Regularly share results with your organization's senior leadership with recommendations for improvement. 7. Launch your talent management strategy with direct CEO support. Ask your CEO to personally announce your organization's talent management strategy. This will signify the strategic importance of talent management planning and programs to everyone in the organization
