Essay on Talent Management And Performance Management

836 Words Feb 29th, 2016 4 Pages
Prior to 2004, talent management and performance management at Peter Novelli was based on competency models that determined high potential talent and succession planning. However, the company decided to change its talent management strategy in order to be more aligned with its business strategy. According to Goldsmith, Carter, and Institute (2009) the company’s new strategic vision “focused on a new approach to client account planning, a more client-centric structure, and a greater emphasis on operating interdependence between the globally dispersed offices in the service of multinational clients” (para. 2). The company hired a Chief Talent Officer (CTO) to help with aligning its human resource practices with its strategic vision. The CTO determined a results-based talent management system was appropriate. The CTO designed the talent management and performance management processes around the work of Stephen Drotter’s Leadership Pipeline model. Drotter’s Leadership Pipeline model provided a framework for the company to use in order define work responsibilities, identify high-performers, and measure results. This paper will examine and evaluate the effectiveness of the Drotter results-based approach to talent management at Porter Novelli.
Strategic Leaders and Performance Management Strategy Successful organizations understand the importance of having dedicated leadership teams to oversee the formation and implementation of performance management systems. Silzer and…

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