Translating talent management best practice into a workable action plan can be challenging. Budgets, the commercial climate, your culture and supporters and detractors can make a straightforward talent concept more difficult to implement in practice.

The Xancam Working Groups are designed to bring together HR Directors and Heads of Talent tackling similar issues in talent management. Each Working Group sets its own agenda, supported and hosted by Xancam. Group members co-create new ideas and workable solutions, pushing the boundaries of talent management forward in the process.

Working group one: Identifying high potentials of the future

NEXT MEETING: February 28th 2008, 10.30am-12.30pm Thame (Oxon)

• How can you disentangle current performance from future potential?
• Talent for what? How do you evaluate the qualities your future leaders will need in five years time?
• Should a talent pool be public or private?
• Does an assessment have to have a pass/fail dimension?
• Who should nominate people for assessment? Does self nomination help or hinder?
• Should leadership team members be assessors?
• How can you manage the expectations of successful candidates?
• What's the best way to create a fast track programme without disenfrachising those who are not assessed or are unsuccessful candidates?

Working group two: Developing and retaining high potentials

NEXT MEETING: May 1st 2008, Thame (Oxon)

• So you've successfully identified your talent pool - now what?
• What kind of development will best help your high potentials close the gap?
• How can you give high potentials a clear line of sight to their future career in your business?
• What is the best way to manage global and local talent?
• What does Generation Y want from its employee experience? What will keep your business from being just a leaf in their career portfolio?
• What's the right balance between personal and corporate objectives?

Working group three: Calculating the Return on Talent Investment (ROTI)

NEXT MEETING: July 16th 2008, Thame (Oxon)

• What 'input' and 'output' measures quantify the success of your talent initiatives?
• What is the best way to connect the value of your talent programme to commericial success?
• Which metrics are credible to different functional heads- the FD, the CEO, the Sales Director?
• Can you calculate the return per £1 invested in talent in your business?
• What's the best way to engage stakeholders in the metrics for their area of responsibility?
• Data collection - how can this be collected and tracked in reality?

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