Talent management is about using data from workforce, succession and contingency planning tools to understand what talent exists within the organisation, what talent populations are needed, and the identification of individuals who are particularly valuable to an organisation.

The ability to identify and select the most effective methods by which to develop and retain talent is important. It may require specific organisational interventions, such as development programmes, but it’s also about being able to shape bespoke programmes to meet individual needs.

Sophisticated talent approaches will look outside organisational boundaries and will work with diverse talent pools and partner organisations.

Police now case study: The
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Police now case study: The beat generation
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Talent management standards

Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?

Foundation level Associate level Chartered Member level Chartered Fellow level
At this level you'll understand... At this level you'll understand... At this level you'll understand... At this level you'll understand...
Talent approaches Your organisation’s approach to defining, developing and retaining talent Different approaches to defining, developing and retaining talent on an individual and group level Psychological, motivation and engagement tools, and how to retain talent through differentiated talent offerings How to develop a talent strategy which meets the needs of the organisation
Talent identification The tools your organisation uses to identify and predict talent How to use data, insights and talent tools (eg, predictive modelling, psychometrics, performance trends) How to use data, insights and talent tools to maximise the value of current and future talent for the organisation How to leverage talent identification and predictive analytics to advance the workforce plan and people strategy
Talent groups The different groups of talent that exist within your organisation The approaches your organisation takes for different groups of talent How to use data and insights to mobilise, track and review the value of different groups of talent What talent groups are required to positively impact the organisation's performance and support the people strategy
Talent pools Your organisation’s approach to creating diverse talent pools How to enhance diversity within - and access to - external and internal talent pools How to create and manage inclusive talent pools and populations to meet future resourcing needs How to develop talent pools which foster inclusivity and diversity, and drive innovative and diverse thinking within the organisation
External talent pipelines The benefits of using suppliers and collaborative partnerships to create talent pipelines for your organisation How to work with suppliers and partners to identify talent pipelines which meet organisational needs How to use supplier and partner pipelines to improve organisation performance How to leverage supplier and partner pipelines to create long-term value for the organisation
Talent development programmes The benefits of development programmes and learning opportunities for different talent groups Your organisation’s approach to diagnostic and development programmes as well as experiential opportunities How to design diagnostic and development programmes, and the role of line management and coaching in experiential learning Strategies to ensure talent development programmes deliver value for the organisation
Succession planning Succession and contingency planning approaches in your organisation How to carry out succession and contingency planning approaches How to design flexible approaches to critical roles and succession planning in a constantly changing environment How to develop strategies around critical roles and succession planning which mitigate risk and support organisation success
Global talent How to find out about local, regional and global approaches to talent in your organisation Local, regional and global approaches to talent in your organisation How to consider cultural and country differences when designing global approaches to talent The value of global talent interventions in driving organisation performance
Talent and workforce planning How the organisation's talent management approach supports the workforce plan How to measure the impact of talent management approaches on the organisation's workforce plan How to design talent management approaches which meet the needs of the organisation's workforce plan and people strategy How to design an organisational approach to talent which drives the people and business strategy forward
Career pathways The different career pathways across your organisation How to create career pathways within different areas of your organisation How to create organisation-wide career pathways which meet business needs How to use professional and functional career pathways to progress the organisation's talent management strategy

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