Talent Management

Talent Management Toolkit for Leaders

Your Maturity Check

This quick, practical self-assessment helps HR leaders and executives see where they stand today. Use our talent management maturity model for HR leaders to guide meaningful conversations and prioritise the next steps—without getting lost in scores or reports.

How to use the talent management maturity model

Rate each area from 1 (ad hoc) to 4 (systemic and measurable). Run it with HR only, or with HR + business leaders for a fuller view of your talent management maturity as HR leaders.

A) DEFINE (clarity)

1 = “Talent” means different things to different managers.
2 = Basic list of key roles exists, but the criteria are vague.
3 = Competency/role criteria are clear for critical roles; leaders align on them.
4 = Criteria are linked to strategy and regularly updated as priorities shift, reflecting your talent management maturity model for HR leaders.

B) SELECT (fair identification)

1 = Informal nominations; little consistency.
2 = Some tools exist, but decisions still rely heavily on intuition.
3 = Structured criteria + calibration (managers align decisions).
4 = Selection is transparent, bias-aware, and auditably fair.

C) DEVELOP (readiness-building)

1 = Training is reactive; “who shouts loudest” gets development.
2 = Development plans exist, but aren’t tied to roles/readiness.
3 = Role-based pathways (projects, rotation, mentoring) are in place.
4 = Development is measured by readiness progress (not training hours).

D) MAINTAIN (retention and commitment)

1 = Retention is mostly pay-driven and reactive.
2 = Some career conversations happen, unevenly.
3 = Career paths, internal opportunities, and stay conversations are routine.
4 = Retention risk is monitored and managed early for critical talent.

E) MONITOR (metrics and learning loop)

1 = No consistent data; no visibility of pipeline health.
2 = Some KPIs exist, rarely used for decisions.
3 = Regular talent reviews + dashboards guide decisions.
4 = Analytics informs investment, predicts gaps, and drives continuous improvement.