Talent Management: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.
Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market.
Talent Management: Exceeds Expectations Phrases
- Identifies the key gaps between the talent required to drive the success of the business and the talent in place
- Develops clear job descriptions so that one can know the abilities, experience, and skills needed from a new employee
- Selects employees who have superior potential and who fit the company's culture using an appropriate selection process
- Negotiates accomplishment-based performance standards, measures, and outcomes within a performance development planning system
- Provides effective ongoing training and development opportunities for the employees, which reflect employees'' needs as well as those of the company
- Provides ongoing mentoring, coaching and feedback so that the employees feel valued and important
- Conducts monthly performance development planning discussions that mainly focus on the employees' interests for career development
- Designs effective recognition and compensation systems that reward employees for their contribution towards the growth of the company
- Provides career development and promotional opportunities for the employees within a system that includes succession planning, career paths, and on-the-job training opportunities
- Holds exit interviews in order to understand why an important employee decided to leave the company and makes changes that help retain talented employees
Talent Management: Meets Expectations Phrases
- Designs a sound talent management plan and integrates it with strategic and business plans in order to close the talent gaps
- Develops talent in order to enhance performance in the current positions and to make the employees ready for transition to the next level
- Focuses not only on the talent strategy itself but also on the elements required for successful execution
- Develops the whole person and not just the element that enables the person to perform his/her current role effectively
- Digitizes the human resource systems in order to be able to set more relevant and realistic goals that help nurture employees' talents
- Connects individual and team goals to the company goals and provides clear feedback and expectations to manage performance
- Discusses an employee's ambitions at every opportunity in order to be able to plan for succession better
- Empowers employees to take as many responsibilities as they can handle and provides tools to help them accomplish their goals
- Creates an environment that challenges employees to reach new heights and hires mentors to help them do it
- Gives employees the one-on-one attention they deserve with different levels of management and fosters their creativity as much as possible
Talent Management: Needs Improvement Phrases
- Drags the hiring process for weeks or months thus makes good candidates give up and pursue other opportunities
- Fails to hold employees to a standard that expects them to be responsible for their work
- Assumes that the employees cannot leave and constantly tells them how lucky they are to be part of the company
- Hires the wrong employee for the job thus often complains of poorly done work or other problems caused by the employee at work
- Does not know how to differentiate a minor issue from a serious one or how and when to properly intervene
- Ignores problems within a hiring team hoping that they will go away on their own instead of offering guidance on how to solve them
- Assumes someone is too "green" and rushes in plopping solutions on them without considering the fact that they may have thoughts and ideas of their own
- Does not take the time to take a close look at the employees' potential or determining a development plan for them
- Engages employees in objectives by creating an environment of integrity, trust, and responsibility
- Blames employees for things that they have no control over, which lowers the morale of the employees
Talent Management: Self Evaluation Questions
- What are some of the things you have done, or strategies you have put in place to attract talent to your company?
- What have you done to keep talented employees within your company? How has this benefited the company?
- In your opinion, how does knowledge sharing enhance talent management? Give three advantages of knowledge sharing in talent management
- Describe a hiring process that was very successful. Which were your main points of focus?
- How do you identify a potential fit for an open position in your company among the current employees?
- Is there a time when you have faced a problem with the hiring managers regarding the recruiting process? What was the problem and how did you fix it?
- What are some of the techniques you have used to motivate disengaged employees?
- Based on your experience, can you give two examples of successful and unsuccessful recruitment methods?
- Have you taken any initiative to improve your company's employer brand? If yes, give some examples
- Can you give one example of a suggestion that you made that was implemented in the talent management field?