Once you hire the right kind of talent, your challenges change form and become far more complex.  Hiring is a small part of the talent lifecycle. The most complicated part is to manage it and ensure that your high potential talent is identified correctly and then developed well too. A talent management course usually focuses on the identification, development and then management of this talent. But there are some questions that an organization needs to ask its employees for the strategy to be effective.

Talent can only be managed well when the organization works towards meeting employee needs (extrinsic and intrinsic) and employees are working towards meeting the organization’s business goals (short term and long term). Checking on the engagement or motivation levels of the employees is the first step for strategy formulation. Once this input is received, organizations can define the course of action.


Here is a list of those key questions that can be used to assess the motivation levels. The answers for these will form the basis of the strategy.

  • Is the talent management process clear to you?
  • Do you think the level of details shared on how talent is identified, is sufficient?
  • Are you aware of the interventions that are used for developing identified talent?
  • Is the rewards process linked to performance?
  • Do the organization’s career progression paths fit in with your plans?
  • Is the current performance management system effective in measuring potential as well?
  • Do you feel a sense of belonging and trust that your career will be taken care of in your organization?
  • Do you receive requisite support for your goals, and mentoring from your manager?
  • Are you enabled and empowered by the company culture to express your thoughts?
  • What are the ways in which your company recognizes and rewards talent?
  • Is your company actively tracking and shaping the careers of those who are high potentials?
  • Is there a clear direction to managers, that they need to be inclusive and unbiased when reviewing performance?
  • Do all your people processes reflect the clarity of the company’s vision?
  • Does your team give you a sense of cooperation and collaboration, or is it too competitive?
  • Do you feel that your individual goals and values are aligned to those of the organization?


These are some questions whose responses can help you to improve your talent management strategy. If you do not have one, then these inputs can form the framework for it to be created.


Want to know how can this course help in your profile?