1. Talent Management in an Age of Uncertainty Workshop Introduction
David North

2. TALENT MANAGEMENT AIMS TO:
CRF Talent Management and Succession Planning Member Survey, 2012

3. TALENT MANAGEMENT AIMS TO:
Identify and develop a credible pipeline of people to deliver the organisation’s business plan (succession planning perspective)
Develop the people that will make the biggest difference to the business, particularly those with the potential to work at the highest levels (workforce segmentation perspective)
Engage and retain the best people (maximize contribution perspective)
Generate information about talent demand and supply, so the organization can be fit for the present and the future (workforce planning perspective)
Develop the capabilities of all people across the organization to drive business performance (organizational performance perspective)
Embed business-driven processes to identify and develop potential (process perspective)
Facilitate open two-way conversations to understand the true interests and aspirations of employees (individual perspective)

4. TALENT MANAGEMENT FOCUS
CRF Talent Management and Succession Planning Member Survey, 2012

5. TRENDS IN TALENT MANAGEMENT
Closer integration of talent management with business strategy making
Increasing level of engagement of senior leaders in global, and functional talent reviews
More robust potential assessments, using consistent processes such as the 9 box grid
Interest in a broader range of talent groups, for example technical specialists
Need to understand talent management challenges in high-growth, emerging markets
Shift toward more employee-centric approaches to talent management
CRF Talent Management and Succession Planning Member Survey, 2012

6. Effective Processes & Measures Forecasting Capability
DIFFERENTIATED TALENT MANAGEMENT…CRITICAL FACTORS
1.Business Context Driven
Aligned with goals, strategy and TM perspective
Clear Scope & Purpose
Effective Processes & Measures
Forecasting Capability
Talent Development
& Deployment
Individual Focus
Leaders Engaged
2.Leaders Engaged
Understand the business risks associated with TM
Who are committed partners in the TM process
Business
Context
3.Clear Scope and Purpose
Organization is clear about where it will focus its’ efforts, and why.
4.Effective Processes and Measures
Robust and consistent approach
Reliable information for leaders and individual employees
Leaders Enabled
CRF Talent Management and Succession Planning Member Survey, 2012

7. DIFFERENTIATED TALENT MANAGEMENT…CRITICAL FACTORS
5. Forecasting Capability
Balance short- term needs and long-term aspirations
Criteria to guide make and/or buy resourcing decisions
Clear Scope & Purpose
Effective Processes & Measures
Forecasting Capability
Talent Development & Deployment
Individual Focus
Leaders Engaged
6. Talent Development and Deployment
Beyond assessment and planning
Overcoming obstacles to cross-organisation movement
Business
Context
7.Individual Focus
Link to engagement, productivity and retention is understood
Open career conversations, which are genuinely two-way
8.Leader Enabled
Personal development is role modeled from the top
A ‘whole organisation’ mindset exists
Leaders are trained and developed to identify, coach and nurture talent
Leaders Enabled
CRF Talent Management and Succession Planning Member Survey, 2012

8. AGENDA Day One – Tuesday 15 May
09:00 Welcome, Overview of the Workshop & Introductions
09:45 Session 1: The Changing Context of Talent Management
10:45 TEA & COFFEE BREAK
11:00 Talent Management in Context: CRF Member Perspective
12:30 LUNCH
13:15 Session 2: Strategic Talent Forecasting
15:15 TEA & COFFEE BREAK
15:30 Strategic Talent Forecasting: CRF Member Perspective
17:00 Final comments & close

9. Day Two – Wednesday 16 May
09:00 Welcome back and overview of Day Two
09:15 Session 3: Improving the ROI from Talent Development
10:15 TEA & COFFEE BREAK
10:30 Effective Talent Development: CRF Member Perspective
12:30 LUNCH
13:15 Session 4: Career Management
15:15 TEA & COFFEE BREAK
15:30 Career Management: CRF Member Perspective
17:00 Final summary & close