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🔹 Talent Review Process & Goals
- What are your key objectives for the Talent Review process?
- How often do you conduct Talent Review meetings?
- Who are the key stakeholders involved in the process (HR, Managers, Executives)?
- Should the process focus on high-potential employees, risk of loss, or overall performance trends?
🔹 Talent Review Meeting Configuration
- What criteria should be used to assess employees? (Performance, Potential, Risk of Loss, etc.)
- Do you need predefined templates, or should managers create custom evaluations?
- How should meeting facilitators and participants be selected?
- What data should be included in Talent Review dashboards?
🔹 Employee Assessment & Rating System
- Do you use a 9-box matrix or another rating system for Talent Reviews?
- Should managers be able to override ratings during discussions?
- How should potential scores be calculated? (Weighted internal/external scores)
- Should risk assessment be automated or manually assigned?
🔹 Succession Planning & Talent Pools
- Do you use Talent Pools to track high-potential employees?
- Should employees be assigned development goals during Talent Review?
- How do you currently track succession planning readiness?
- Should the system recommend successors based on performance trends?
🔹 Reporting & System Integration
- What reports do you require from Talent Reviews?
- Do you need real-time analytics on workforce trends?
- Should Talent Review data integrate with Compensation, Learning, or Performance systems?
- What security restrictions should be applied to Talent Review data?
I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.