If you find value in content like this, sign up for my Talent Edge Weekly newsletter.
Many organizations conduct talent reviews to identify and develop employees with the potential to advance into larger, more complex roles. However, effective talent reviews require more than just the right tools and technology; they demand active engagement from key stakeholders. This white paper explores talent reviews through a case study of UPMC (University of Pittsburgh Medical Center), a world-renowned healthcare provider, and introduces a Talent Review Maturity Model. This model focuses on three key stakeholders: executives, HR business partners, and talent management leaders, outlining their roles and responsibilities to ensure active engagement throughout the process. Page 10 provides key questions for each stakeholder group to assess where their organization stands on the Talent Review Maturity Model. For example: Are executives challenging each other with different perspectives on talent, or merely observing? Are HR business partners acting as engaged contributors or just silent notetakers? Is there a consistent, strategic process in place for talent management leaders to support discussions on individual performance and potential? The paper also offers several other practical ideas for enhancing the talent review process. As a bonus, I am resharing my one-page editable worksheet to help practitioners evaluate aspects of their talent reviews.
