Talent management is about using data from workforce, succession and contingency planning tools to understand what talent exists within the organisation, what talent populations are needed, and the identification of individuals who are particularly valuable to an organisation.

The ability to identify and select the most effective methods by which to develop and retain talent is important. It may require specific organisational interventions, such as development programmes, but it’s also about being able to shape bespoke programmes to meet individual needs.

Sophisticated talent approaches will look outside organisational boundaries and will work with diverse talent pools and partner organisations.

Police now case study: The
beat generation

In just three years, the Police Now graduate leadership development programme has already turned out 650 coppers. And the results have been arresting.

Police now case study: The beat generation
Callout Image

Talent management standards

Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?

Foundation level Associate level Chartered Member level Chartered Fellow level
At this level you'll understand: At this level you'll understand: At this level you'll understand: At this level you'll understand:
Talent approaches Your organisation’s approach to defining, developing and retaining talent Different approaches to defining, developing and retaining talent on an individual and group level Psychological, motivation and engagement tools, and how to retain talent through differentiated talent offerings How to align the talent agenda to sector requirements
Talent identification Your organisation’s approach to identifying and reviewing talent Tools to differentiate, assess and review talent (e.g. psychometrics, trend performance) How to design talent differentiation and assessment tools to identify and review talent How to use talent data to inform the organisation's workforce planning strategy
Talent populations The different talent populations that exist within your organisation The approaches your organisation takes for different talent populations How to mobilise, track and review the value of different talent populations How talent populations impact the organisation's performance
Talent pools Your organisation’s approach to creating diverse talent pools Different ways of creating diversity within talent pools How diverse talent pools contribute to the talent strategy How to assess the organisational value of diverse talent pools
Partner organisations The benefits of talent pools in partner organisations Your organisation’s approach to using talent pools in partner organisations How to use talent pools in partner organisations to contribute to organisation performance How talent pools in partner organisations create long-term value
Development programmes The benefits of high potential diagnostic and development programmes and experiential opportunities Your organisation’s approach to high potential diagnostic and development programmes as well as experiential opportunities How to design high potential diagnostic and development programmes, and the role of line management and coaching in experiential learning How to ensure talent development programmes are creating value for the organisation
Succession planning Succession and contingency planning approaches in your organisation How to carry out succession and contingency planning approaches How to design flexible approaches to succession and contingency planning in a constantly changing environment The organisation impact of succession and contingency planning in a constantly changing environment
Global talent How to find out about local, regional and global approaches to talent in your organisation Local, regional and global approaches to talent in your organisation How to consider cultural and country differences when designing global approaches to talent The value of global talent interventions in driving organisation performance
Workforce planning approaches Workforce planning approaches in your organisation How to gather people data to inform workforce planning approaches How to integrate wider people data to create workforce planning approaches How to use strategic workforce planning to support and drive organisation performance
Self-managed talent Self-managed talent approaches How to create career development pathways How to design self-managed talent approaches for all workers The impact of life phases on your strategic approach to talent management

Tools and resources to help you develop

Assess your level, choose
your learning

Use our self-assessment tool to assess yourself against any area of the Profession Map. We’ll recommend relevant learning and resources to help you create your own professional development pathway. 

Full self-assessment tool (exclusive to CIPD members) Try our 'lite' self-assessment tool (free for everyone)
Callout Image

Next: Wellbeing

Ensuring the relationship between an organisation and its people is managed through transparent practices and relevant law

Continue to Wellbeing

The Profession Map

Download the full set of standards
491.7 KB
Download a one-page overview of the Profession Map
PDF document 686.8 KB

CIPD Trust

Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.

Find out more

Connect
and learn

We offer a range of ways to stay connected, from events to networking, workshops and webinars.

Get involved

Explore our related content

Factsheet
Talent management

Understand the benefits and key features of talent management

Report
Resourcing and talent planning report

Trend analysis and benchmarking data on recruitment, retention and talent management to inform HR and employers on practice considerations and decision-making

Case study
Being an effective employer: Bupa Arabia

A case study on how Bupa Arabia developed a range of strategic objectives to attract, develop and retain talent

Case study
Solving an enduring national talent development puzzle: EIF

A case study on how the Emirates Institute of Finance (EIF) created a programme to support talent development and workforce nationalisation

See our Talent Management hub
The Profession Map

Make the most of the Profession Map

The Profession Map is for everyone in our profession – individuals and teams, members and non-members. Learn more about the Profession Map and how you can use it. 

Profession Map
Explore the Profession Map

Explore the purpose, values, knowledge and behaviours at the heart of our profession

Profession Map
The Profession Map

How the international standard works for all people professionals

Profession Map
Find your level with the Profession Map

Find your current level of knowledge and experience and the next step in your career

Profession Map
The Profession Map FAQs

Check out our FAQs on the Profession Map, membership, and qualifications

The Profession Map overview