Moving Toward Talent Success, Starting Right Where You Are
The Talent Success Maturity Model is a framework that enables HR and talent management leaders to benchmark their organizations and then design and follow a path toward recruiting and retaining more A-players, one step at a time.
By approaching talent management in three stages — Automate, Improve, Optimize — and incorporating best practices at every step, the Talent Success Maturity Model guarantees your organization will become more competitive, more engaging, and more successful.
Don’t Settle for Average: Drive Talent Success
Sadly, most companies accept it as inevitable that A-players will comprise no more than a small minority of their workforce (typically, 10 to 20 percent). That’s another way of saying their top performers represent a statistically random sample of the population.
What’s an A-player and why does that matter? A-players are the top performers that not only have a positive and measurable impact on your business, but whose traits and competencies you want to define and apply to your hiring and talent management processes.
In short, A-players have the DNA you would love to replicate to create sustained success.
But just knowing what motivates your A-players — assuming you can accurately identify them — isn’t enough. You need to have the right systems and processes in place to recruit, grow, motivate, and retain more A-players. That means applying best practices to systems and processes. Then you’ll be driving step by step toward what we call “Talent Success.”
We define Talent Success as the ability to consistently deploy a greater share of “A” talent against your key organizational objectives than your competitors deploy against theirs. Research and common sense tell us that with a greater number of A-players on the roster, your odds of winning the game are also greater.
Nine Functional Areas of Talent Management: Benchmarking Your Company
ClearCompany’s Talent Success Maturity Model defines nine functional areas that any organization, at any level of talent management maturity, can act on to begin to better plan and manage for talent:
- Performance Management
- Workforce Planning
Each functionality has a series of maturity levels — Automate, Improve, Optimize — moving your organization from foundational to strategic capabilities in each function. Most companies will likely not perform all of the functions at the same level when they start benchmarking themselves on the Talent Success Maturity Model.
Similarly, your organization’s maturity level within each function will likely vary among business units, geographic regions, or departments. That’s one reason for using the model — to provide benchmarking to direct your organization toward a path for success in a way that’s meaningful and applicable throughout the company. The functional area you start with depends on your available resources, your present state of Talent Success, and your organization’s business objectives.
Regardless, following from proven best practices ensures that you’re able act on that desire to gradually move each function up the maturity ladder to the highest level possible, at your company’s own pace, based on your resources, your present state of Talent Success, and your organization’s business objectives.
For now, this knowledge library offers best practices into functional areas two through five: Recruiting, Onboarding, Performance Management, and Goals. ClearCompany believes these are the most foundational — and most applicable — functionalities for companies of any size or at any level of Talent Success Maturity.