Part of the talent strategy cluster. This is educational, operational guidance that connects to the wider site — the employee lifecycle, employer operations, metrics and templates.
Adapt it to your strategy, capability needs and context.
Why it matters
At the executive level, governing talent decisions consistently and fairly decides whether the business has the people it needs to deliver. A clear strategy turns capability needs into priorities and programs, instead of reacting role-by-role.
Strategy connects capability to outcomes.
Key concepts
- Consistent, fair talent decisions.
- Clear decision rights.
- Talent review cadence.
- Transparency and accountability.
Operational framework
- Set the strategic objectives and target capabilities.
- Map current vs needed capability.
- Design the programs and priorities to close the gap.
- Connect to workforce planning and the lifecycle.
- Govern, measure and report on a cadence.
Workforce considerations
- Who owns talent decisions.
- How talent reviews run.
- How fairness is ensured.
- How decisions are recorded.
Common challenges
- Inconsistent talent calls.
- Opaque decisions.
- No review cadence.
- No accountability.
Best practices
- Set clear decision rights.
- Run regular talent reviews.
- Keep decisions fair and documented.
- Hold owners accountable.
Common mistakes
- Inconsistent decisions.
- Opaque process.
- No reviews.
- No accountability.
Measure this with the employee development metrics metric, put it into practice with the performance review template, and run it as a system via running performance reviews as an operating cadence.
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