HUMAN CAPITAL

PLANNING (HCP)
TALENT REVIEW PROCESS
The below guidelines and best practices are intended to help HR leaders prepare for
and facilitate a Talent Review meeting using Human Capital Planning’s Talent Review in
mHUB.

OVERVIEW
The Talent Review provides an opportunity for HR leaders and relevant business leaders
to proactively review and develop their talent pipeline. By creating and leading a Talent
Review using mHUB, this enables the process to be completed entirely online. The
objectives of a Talent Review meeting often include:
• Validate and calibrate the Talent Ratings (see next section for definitions) of the
associates in scope for discussion
• Identify associates’ strengths, developmental areas, and key activities or assignments
that can help prepare them for future roles
• Nominate associates as potential successors for specific jobs or incumbents (i.e.,
succession planning) or to broader talent pools

HR will use information from the Talent Profile and Talent Ratings to lead the discussion.

It is important to note that the Talent Review takes place at many levels. For example,
a DHR and GM can have a Talent Review about Executive Team members. They may
calibrate ratings and make succession nominations (i.e., succession planning) for jobs or
incumbents.

The results of this discussion can be shared at higher-level market, area or regional
meetings which may have a different focus, such as discussing career potential talent only
or succession planning only for forecasted openings. Talent Reviews can also take place at
the Continent-level or within a discipline across geographic areas.

In addition to this resource, there may be specific details about how these reviews will
occur within your Continent or Discipline. Senior HR leadership will communicate these
details when appropriate.

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HCP TALENT RATINGS DEFINITIONS
HCP Talent Ratings are not about historical performance. Instead, Talent Ratings focus on
four questions that help inform human capital planning and associate development.

TALENT SCORE: What should be the associate’s near term development focus?
• Move beyond role – Ready to move to next leadership level within the next 18 months
• Expand in role – Ready for expanded responsibilities with greater scope and
complexity within 18-36 months

• Develop in role – Focus development to prepare for expansion

• Core focus on role – Focus should be on building performance in the current position

RISK OF LOSS: What is the likelihood of the associate leaving the company?
• High, Medium, Low

IMPACT OF LOSS: If the associate leaves the company, what is the level of impact on the
company’s performance?
• High, Medium, Low

CAREER POTENTIAL: Is the associate a HIPO associate, recognized to have the ability,
desire, and support of the organization to perform a variety of roles and is on accelerated
trajectory to hold more senior leadership positions? While we invest in all associates, the
Company will bet on these associates when the stakes are high. (Yes/No)

Each component, expanded below, is necessary for associate to receive HIPO designation.
If any component is missing, the associate is not considered HIPO. In math terms, think of
components as multiplicative, rather than additive.

ABILITY - Natural leader and quickly accepts leadership responsibilities:

• Track record producing strong results and making things happen
• Problem solver – Runs toward, not away from fires
• Adaptable and has versatile skill set
• Takes accountability for problems and results
• Likely to move multiple levels in the next 3 to 5 years

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HCP TALENT RATINGS DEFINITIONS
DESIRE - Motivated to lead and is example for others:
• Strong bias for action
• Tenacious drive to excel
• Passionate about learning and constantly improving
• Aspires to new and challenging responsibilities
SUPPORT - Supported by directs, peers, and leadership:
• Seen as talent multiplier, making others around them better
• Recognized by others as having outsized potential
• Leaders want them on their projects/ teams
• Able to influence with and without authority
• Others seek and value their perspective

Additionally, MOST COMPELLING STRENGTHS and KEY DEVELOPMENT OPPORTUNITIES

can be noted on the associate’s Talent Profile by HR leaders and the associate’s manager
(not visible to the associate).

PLANNING FOR THE TALENT REVIEW

A successful Talent Review requires planning on the part of the HR leader (Facilitator).
The chart below outlines suggested key activities.
Time Frame Action

4-6 Weeks Prior to Talent Review
1-2 Weeks Prior to Talent Review
Create Talent Review Meeting in mHUB
Reviewers Rate Talent Review Population in mHUB
Schedule Meeting to Invite Participants to Talent
Review Meeting (e.g., via Outlook)
Confirm Attendance
Follow Up on Missing Data from Reviewers
Prepare Talent Scorecards

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PLANNING FOR THE TALENT REVIEW

1. CREATE TALENT REVIEW MEETING

The HR leader (Facilitator) will create the Talent Review meeting in mHUB
(myClientGroups > Talent Reviews) by:
• Establishing a date for the meeting
• Identifying the Talent Review population
• Selecting reviewers who will provide Talent Ratings for the Talent Review
population in mHUB
• Selecting participants who will participate in the Talent Review discussion
• Adding Meeting Instructions that will be included in a notification in mHUB to
the reviewers. Note: If the HR leader would like to collect additional input for
Most Compelling Strengths and Key Development Opportunities, in the Meeting
Instructions, they can ask the reviewers to provide this information via the
associate’s Talent Profile, as it is not included in their Talent Ratings for the Talent
Review.
2. SET DEADLINE FOR REVIEWERS
The HR leader (Facilitator) will set a deadline for reviewers to enter Talent Ratings
in mHUB, and may need to follow up on missing ratings before the Talent Review. (If
reviewers miss the deadline, the HR leader may need to adjust the data submission
deadline. Additionally, once a meeting is started, identified by “In Progress”, reviewers
will no longer be able to submit ratings.)
3. SEND MEETING INVITATION
Lastly, the HR leader (Facilitator) will set up and send out a meeting invitation to all
participants outside of mHUB (e.g., via Outlook). It is important to note that although
mHUB will send out notifications regarding the Talent Review meeting, the system
does not have the capability to send out meeting invitations (e.g., via Outlook).
4. PRINT OR SEND TALENT SCORECARDS
Once talent has been identified and reviewers have submitted ratings for the Talent
Review, use the Talent Scorecard to create scorecards that can be used as a resource
to help prepare for and facilitate the Talent Review.

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TALENT SCORECARD
The Talent Scorecard provides a summary “snapshot” of an associate’s Talent Ratings
and Talent Profile information such as current and previous work experience, recent LPA
ratings, Most Compelling Strengths, Key Development Opportunities, and succession
information. This information is especially helpful for business leaders who may not be
very familiar with an associate.

To generate Talent Scorecards, go to My Client Groups > Talent Review > click “Talent
Scorecard” toward the top of the page. Click the drop down next to Meeting Name, select
“Search”, type in your meeting name (or a keyword from the name, if you select “Contains”
from the dropdown), click search, select the meeting name, and click OK.

Next, click the dropdown next to Facilitator Person Number and select “Search”, type in
your Name or Person Number and click Search, then click OK. Click Apply. After clicking
Apply, all Talent Scorecards for each associate in your review population will populate. You
may then choose to distribute the appropriate scorecards to each leader in advance of
the Talent Review discussion. HR leaders will only be able to access Talent Scorecards of
Talent Review meetings for which they are identified as Facilitators.

When distributing Talent Scorecards, please take care to ensure the confidentiality of
information beyond the group for whom you are providing Talent Review support (e.g.,
password protecting PDFs before emailing).

CONDUCTING THE TALENT REVIEW

The Talent Review meeting may take place in-person or online. During the Talent Review
meeting, the HR leader (Facilitator) will navigate the Talent Review in mHUB, present
relevant information on the Talent Review population, and capture any updates to Talent
Ratings or nominations to succession plans or talent pools directly in mHUB.

Establishing ground rules for the flow of the meeting will help HR leaders and business
leaders stay on track and grant equal consideration for each associate in the discussion.
Confidentiality is very important. It is the expectation that HR leaders and business leaders
discuss talent openly and honestly, with the understanding that these discussions will
remain confidential.

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UNDERSTANDING FUTURE POSITION NEEDS
Prior to making nominations to succession plans or talent pools, it is important to identify
anticipated future position needs.

While it is necessary to identify potential talent for top-level positions, there may be
critical positions or knowledge of upcoming position vacancies that also need to be
discussed. This may be the ideal time to lead a discussion about knowledge transfer; in
other words, discussing how your organization plans to strengthen, develop or transfer
skills and knowledge throughout the organization.

As one of the goals of the Talent Review is to determine development needs of individuals,
and because the needs of the business are changing, it may be helpful to have a clear
understanding of how a future leader in a specific position might differ from the current
leader in leadership style, goals, etc.

An important role for HR leaders is to provide the business with a snapshot of potential
succession for key roles in conjunction with a general talent inventory of those with career
potential. Understanding whether potential successors are ready to assume new roles
now, six months from now, or twelve months from now provides a good picture of the
organization’s available talent.

ADDITIONAL RESOURCES
Human Capital Planning Overview Video: View the short video located in the DLZ

Virtual Assistant in mHUB: Click Need Help? to access step-by-step tutorials including
Talent Review Process, Enter Talent Ratings, Create Talent Review Meeting, and Start a
Talent Review

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