Talent Management: Was a cause-and-effect diagram used to explore the different types of causes (or sources of variation)?

Save time, empower your teams and effectively upgrade your processes with access to this practical Talent Management Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Talent Management related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

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The Toolkit contains the following practical and powerful enablers with new and updated Talent Management specific requirements:

STEP 1: Get your bearings

Start with…

The latest quick edition of the Talent Management Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals…

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 704 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Talent Management improvements can be made.

Examples; 10 of the 704 standard requirements:

How do your measurements capture actionable Talent Management information for use in exceeding your customers expectations and securing your customers engagement?
Was a cause-and-effect diagram used to explore the different types of causes (or sources of variation)?
Is data collected and displayed to better understand customer(s) critical needs and requirements.
Do we have enough freaky customers in our portfolio pushing us to the limit day in and day out?
Have the customer needs been translated into specific, measurable requirements? How?
How much does it cost to set up an online learning management system?
How well is the program achieving the measurable objectives established for it?
Do you see more potential in people than they do in themselves?
Do you have the authority to produce the output?
What are specific Talent Management Rules to follow?

Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

The workbook is the latest in-depth complete edition of the Talent Management book in PDF containing 704 requirements, which criteria correspond to the criteria in…

Your Talent Management self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

The Self-Assessment Excel Dashboard; with the Talent Management Self-Assessment and Scorecard you will develop a clear picture of which Talent Management areas need attention, which requirements you should focus on and who will be responsible for them:

Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
Gives you a professional Dashboard to guide and perform a thorough Talent Management Self-Assessment
Is secure: Ensures offline data protection of your Self-Assessment results
Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:

STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Talent Management projects with the 62 implementation resources:

62 step-by-step Talent Management Project Management Form Templates covering over 6000 Talent Management project requirements and success criteria:

Examples; 10 of the check box criteria:

Activity Duration Estimates: A Talent Management project manager is using weighted average duration estimates to perform schedule network analysis. Which type of mathematical analysis is being used?
Initiating Process Group: Have requirements been tested, approved, and fulfill the Talent Management project scope?
Cost Baseline: Has the Talent Management project documentation been archived or otherwise disposed as described in the Talent Management project communication plan?
Procurement Audit: Are there regular accounting reconciliations of contract payments, transactions and inventory?
Quality Audit: Is the organizational structure established and each positions responsibility defined?
Procurement Audit: Does the department have a procurement strategy and is it implemented?
Procurement Management Plan: Are key risk mitigation strategies added to the Talent Management project schedule?
Quality Metrics: Are there already quality metrics available that detect nonlinear embeddings and trends similar to the users perception?
Human Resource Management Plan: Are adequate resources provided for the quality assurance function?
Risk Audit: From an empirical perspective, does the business risk approach lead to a more effective audit, or simply to increased consulting revenue detrimental to audit rigor?

Step-by-step and complete Talent Management Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

1.1 Talent Management project Charter
1.2 Stakeholder Register
1.3 Stakeholder Analysis Matrix

2.0 Planning Process Group:

2.1 Talent Management project Management Plan
2.2 Scope Management Plan
2.3 Requirements Management Plan
2.4 Requirements Documentation
2.5 Requirements Traceability Matrix
2.6 Talent Management project Scope Statement
2.7 Assumption and Constraint Log
2.8 Work Breakdown Structure
2.9 WBS Dictionary
2.10 Schedule Management Plan
2.11 Activity List
2.12 Activity Attributes
2.13 Milestone List
2.14 Network Diagram
2.15 Activity Resource Requirements
2.16 Resource Breakdown Structure
2.17 Activity Duration Estimates
2.18 Duration Estimating Worksheet
2.19 Talent Management project Schedule
2.20 Cost Management Plan
2.21 Activity Cost Estimates
2.22 Cost Estimating Worksheet
2.23 Cost Baseline
2.24 Quality Management Plan
2.25 Quality Metrics
2.26 Process Improvement Plan
2.27 Responsibility Assignment Matrix
2.28 Roles and Responsibilities
2.29 Human Resource Management Plan
2.30 Communications Management Plan
2.31 Risk Management Plan
2.32 Risk Register
2.33 Probability and Impact Assessment
2.34 Probability and Impact Matrix
2.35 Risk Data Sheet
2.36 Procurement Management Plan
2.37 Source Selection Criteria
2.38 Stakeholder Management Plan
2.39 Change Management Plan

3.0 Executing Process Group:

3.1 Team Member Status Report
3.2 Change Request
3.3 Change Log
3.4 Decision Log
3.5 Quality Audit
3.6 Team Directory
3.7 Team Operating Agreement
3.8 Team Performance Assessment
3.9 Team Member Performance Assessment
3.10 Issue Log

4.0 Monitoring and Controlling Process Group:

4.1 Talent Management project Performance Report
4.2 Variance Analysis
4.3 Earned Value Status
4.4 Risk Audit
4.5 Contractor Status Report
4.6 Formal Acceptance

5.0 Closing Process Group:

5.1 Procurement Audit
5.2 Contract Close-Out
5.3 Talent Management project or Phase Close-Out
5.4 Lessons Learned

Results

With this Three Step process you will have all the tools you need for any Talent Management project with this in-depth Talent Management Toolkit.

In using the Toolkit you will be better able to:

Diagnose Talent Management projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
Implement evidence-based best practice strategies aligned with overall goals
Integrate recent advances in Talent Management and put process design strategies into practice according to best practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, ‘What are we really trying to accomplish here? And is there a different way to look at it?’

This Toolkit empowers people to do just that – whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc… – they are the people who rule the future. They are the person who asks the right questions to make Talent Management investments work better.

This Talent Management All-Inclusive Toolkit enables You to be that person: