Talent Management

Talent Management

"Invest in Talent to Capitalise on Growth OpportunitiesTalent Management


Talent management is currently the most strategic HR initiative in any organisation. This is due to the undeniable reality of dynamic business landscape, scarcity of required skills, and fast changing employee demographics.

P4PE’s Talent Management solution is aimed at providing organisations with the required Human Resources capacity in support of overall business strategy and its structural requirements.


P4PE’s Talent Management methodology incorporates and integrates the following critical HR processes:

  • Succession Planning
  • Competency Development and Career Planning
  • Executive Coaching and Mentorship
  • Leadership, Management and Supervisory Development
  • Performance Management
The talent management process is comprised of the following phases:

Phase 1: Establishment of a talent/career management committee

To ensure internal compliance and organisational buy-in, a talent/career management committee will be established. The committee will include representative of all relevant line managers and members of the HR department. The committee will be responsible for the validation of process, roles and profiles, quality assurance, as well as to ensure that the talent management process is maintained. Procedures, audits, variance management (such as ad hoc problem solving and strategic advice) and SME guidance also fall under the committee’s responsibilities.

Phase 2: Strategic business and structural requirements

The organisation’s business processes will be analysed and reviewed.
These are processes such as:

  • Current talent management practices
  • Employee development policies and procedures
  • Company goals and objectives
  • Company strategy
Governance and legislative requirements will also be analysed. This will enable P4PE to determine the specific talent management needs within the organisation and reveal existing gaps. Determining the budgetary parameter of the organisation also plays an important part during this phase. Lastly, this phase will ensure the alignment of all processes that follows.

Phase 3: Determine resource requirement

By analysing and reviewing current vacancies, existing talent pool, workforce schedules, Employment Equity Plans and industry specific legislative requirements, P4PE will be able to forecast the labour/resources requirements.

The next step will be to identify the specific requirements for various positions and levels within the organisation. By means of Master Workforce Schedules, P4PE is able to link workforce efficiencies with business requirements which prove to be extremely effective in this regard.

Phase 4: Identify candidates

This phase entails the pro-active identification of high flyers for every position and level within the organisation. Historical performance appraisal data and discussion with management committee to nominate potential candidates. Current complexity levels and previous assessment results could also be used in this regard.

Phase 5: Assessment

Suitable assessment centres are designed in order to assess the nominated candidates. The assessment of each candidate will determine the depth of the organisation’s talent pool. Critical competencies per position and level are identified as per the organisational (competency framework) model. The design of the assessment centre should be integrated with the competency requirements. Our service includes assessment in the following areas:

  • Cognitive capabilities
  • Behavioural competencies
  • Personal attributes
  • Personal performance
  • Values
  • After conducting the assessment, each candidate will be scored according to the criteria. Feedback and a written report will be provided.

    Phase 6: Succession Ranking

    A ranking committee/panel is established in order to rank each candidate according to the defined criteria and dimensions. The most common used dimensions are:

  • Qualifications
  • Cognitive complexity level
  • Competency level
  • Personal performance
  • 360 opinion ranking
  • After the ranking process, the data will be integrated and candidates are linked to organisation structural requirements. This enables the organisation to identify company risks and gaps.

    Phase 7: Develop Personal Development Plans

    Following the succession ranking process, personal development plans are based on the results. This enables the candidates to develop and enhance requisite knowledge, skills and wisdom (experience). Individual PDP’s are also aligned to the identified positions and “TO BE” requirements. To this end, our service includes the following support interventions:

    • The identification and execution of training interventions
    • The matching and allocation of mentors and coaches
    • The development of personal development plans
    • Executive & Career Coaching

    Phase 8: Structural Allocation

    During this phase employees will be aligned to potential and future positions. Capacity Development Programmes will also be identified, developed and implemented during this phase.

    Phase 9: Monitoring of Employees movement

    Movements (or employee mobility), as well as personal development progress are actively monitored and controlled to ensure effective implementation and execution of the Talent Management strategies and action plans. Personal performance is monitored through:

    • Assessment Centres
    • Career Development Panel interviews
    • Individual performance appraisals


    The associated benefits of this solution are:

    • Improved organisational capacity development
    • Pro-active resourcing of organisational structures
    • Pro-active workforce management
    • Increased retention of talent
    • Enhancement of candidate skill levels

    Learn more … Contact us for a presentation on how we could help you achieve your organisational development goals through the P4PE Talent Management HR Solution.

    P4PE Consulting | 2 First Foundation Close, Opebi Ikeja, Lagos | info@p4pe.co, www.p4pe.co