Page 130 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 11: Organisational Change through Performance Management

Talent Review Notes
Talent review is a mechanism, which provides a platform for a focused, fact-based and
comprehensive discussion by a panel of higher level executives on performance, potential
and development of group of subordinates. The whole process puts spotlight on performers

and identifies high performers (listers) and under performers. For the unit, it helps in
identifying talent gaps and any challenges affecting the talent pool e.g., development
shortfalls, retention problems.
Talent Pools and Review Groups

Review Groups: Set of superiors who are presenting/discussing the cases of their
subordinates. The review group members collectively assess individuals and assess
performance and potential categories. They take key development and reward decisions
for individuals and resolve all unit related issues such as high attrition, talent gaps, etc.

Talent Pools: Set of officers whose cases are being presented and discussed. The talent
pools will be formed along the business lines impact level wise with adequate functional
inputs.
Participants in the Talent Review Process

Presenter: Presents the case of employees reporting to him/her. Each member of the group
will have responsibility of a set of cases.
Chairperson/Owner: Facilitates/co-ordinates the review group. Typically, a person to
whom all review group members report.
Guest Invitee: This is optional. The chairman may call a guest invitee. They normally
provide external perspective on employees e.g., functional superiors. A guest is typically
the superior of the chairperson who is present toward the end of the review meeting to
ensure cross calibration.

HR: It is the HR that facilitates the Talent Review discussions. They help presenters prepare
the cases of individuals.
Key Features of Talent Reviews (Inputs and Outputs)
1. The annual evaluations have recommendations on performance and potential of
officers, which are discussed and vetted in the Talent Review.

2. The final performance and potential category serve as two main inputs to that Talent
Review. Each superiors who is a part of the review group is expected to go prepared
with a case before discussing his/her subordinates during the talent reviews.
3. The cases have details of past performance, potential, strengths, areas of improvement,
evidence to support judgements and any other details which may be useful for taking
decision on officer’s performance and development.

4. The review group decides the performance and Potential categories of the offi cers in
review pool.
5. The performance categories are finalized after debating and discussing the offi cer’s

performance and other areas of contribution by way of relative comparisons and cross
calibration.
6. Once performance and potential categories are decided, officers are then placed on

performance-potential matrix to decide their classifications as lister, potential star,
solid performance, etc. All development and rotation decisions are based on these
classifi cations.
Contd....

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