Talent and Career Management
Our employees are our most valuable assets and their effective management is the key to our success...
Purpose
The purpose of the **Career and Talent Management System** is to support the planning and advancement of employees’ careers within an organization by developing their skills and competencies. At the same time, by defining clear career paths, it ensures that employees have a more predictable and transparent view of their future within the organization—thereby strengthening engagement and fostering a culture of continuous development. This system encompasses a series of processes, policies, and practices designed to identify, develop, and leverage employees’ talents, unlock their potential, and plan the most suitable career paths. From the organization’s perspective, it also enables the identification of future leaders and the establishment of effective succession plans.
Process
This system is managed by the company’s Human Resources or Talent Management team and generally includes the following steps:
2. Identifying the required **knowledge, skills, and competencies** for each position and level
4. Implementing personality inventories
5. Conducting competency-based interviews
7. Designing interview, feedback, and monitoring processes
Outputs
Career, Talent, and Succession Management Procedure
Revised Organizational Chart
Title Standards Matrix
Career Pathways by Position
Critical Position Definitions
Competency Dictionary and Matrix
Training Topics Matrix by Role and Competency
Training Needs Analysis Form
Competency Assessment Form
Benefits
Career and talent management is a holistic approach that supports employee development, manages talent effectively, and strengthens workforce planning. The main benefits it provides to both the organization and its employees include:
Identifying Talent: Career and talent management offers an objective and systematic method to identify employees’ skills and potential. This allows organizations to recognize high-potential employees, place them in the right roles, and maximize their contributions.
Career Development: The system supports the career growth of employees by identifying their strengths and areas of interest and aligning them with appropriate career paths. Opportunities such as training, mentoring, and job rotation may be provided to help employees develop their capabilities. This increases motivation and fosters long-term commitment to the organization.
Workforce Planning: The system enables effective workforce planning by aligning current and future organizational needs with talent capabilities. Companies can identify potential talent gaps, design strategies to attract or develop suitable candidates, and take proactive measures to meet future workforce demands.
Enhancing Work Performance: Career and talent management boosts motivation and overall job performance. Employees who see clear opportunities for advancement demonstrate stronger engagement. Access to learning and development opportunities enhances their skills and knowledge, positively impacting organizational performance.
Recruitment and Internal Promotion: The system strengthens both external recruitment and internal mobility by allowing organizations to evaluate potential candidates more effectively and identify talent that best fits specific roles.
Critical Role Succession: It enables a proactive approach to managing potential changes in critical positions, minimizing the negative impact of such transitions on the organization’s continuity and performance.
