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Answer:
First, begin with the end in mind. What are your goals for the program? Did you meet those goals this year? Why or why not? Were they the right goals? Did your talent
management strategy link to the overall key objectives of your company and drive results?
Next, look at your employee metrics. Every program should have defined measurement criteria to determine the program’s impact. Make sure you analyze your organization’s data relating to employee engagement levels that are reflected in performance, retention,
and turnover. Are your recruitment processes bringing the right applicants that fit your culture and job specs? Are you seeing the right employee behaviors in terms of reaching performance goals and employees taking responsibility for their work? If you conduct
culture surveys, did your employees tell you that they are learning new skills to be successful in their jobs and advance in their careers? If you can answer yes to those questions and your best employees are thriving, then your talent management program is
on track. If not, then you have some work to do.
From this data review, determine where there have been successes and where there is opportunity for growth. Keep the successful components going and develop action plans for improvement areas. Test your ideas with your executive team first to ensure that the
talent management strategy and program fits with the overall business goals and budget. Solicit feedback from a select group of employees and factor that into your program. There is no “one-size-fits-all” talent management strategy. The best programs are deeply
embedded in the company culture and focus on managing the overall employee experience.
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