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      Employee Talent Assessment Manager Checklist

      This article is for anyone undertaking a human capital performance review, particularly in employee talent management, to inform the hiring and team-building process.

      This article is for anyone undertaking a human capital performance review, particularly in employee talent management, to inform the hiring and team-building process.

      • Leaders – making strategic decisions to inform all aspects of employee management and support.
      • Human Resources – required to train, develop, oversee, and carry out the executive's decisions in talent management.
      • Consultants - who are working with Leaders and Human Resources departments.

      Common Questions: 

      1. Does the employee align with the company's values, mission, and culture?
      2. Are they demonstrating behaviors and attitudes that resonate with our organizational culture?
      3. Based on the job description, is the employee still a behavioral fit for the current role?
      4. Is the employee meeting the performance expectations outlined in their job description?
      5. Are there any behavioral issues or conflicts that need to be addressed?
      6. Do they possess the intellectual capabilities and problem-solving skills required for their current role?
      7. Can they adapt to changing job demands and evolving industry trends?
      8. Are their technical skills up-to-date and relevant to the evolving needs of the role?
      9. Would their departure cause major disruptions or knowledge gaps?
      10. Is there potential for growth and improvement with additional training and support?
      11. Are there any shortcomings in the review process that need to be addressed?
      12. Does the employee show leadership potential and qualities?

      Solution Overview:

      Conducting talent reviews is essential for organizations as it helps identify high-potential employees, plan succession, develop talent effectively, allocate resources wisely, engage and retain valuable team members, ensures fair and objective evaluations, make strategic decisions, and gain a competitive edge.

      Talent reviews provide a structured and data-driven approach to talent management. This enables businesses to recognize and nurture their top talent, ultimately contributing to their long-term success and resilience in a dynamic business landscape.

      This decision-making aid provided by DNA Behavior allows managers to perform objective analysis based on the behavioral science of the talents currently on the team and the job requirements of each role needed for the team going forward.

      Employee Talent Management Review Checklist

      Core Decision:                                                                                                                                             

      Is the employee still performing the current role to the required level? If so, to what degree do you think the employee can perform the current role to the required level?                                                                                                                                                 

      1. The goal is to have a definitive Yes/No answer
      2. A Yes means the employee is definitely still capable of performing the current role to the required level. If Yes, it is recognized normal ongoing training and development to keep current and enhance performance is required
      3. A No means a definite No, or there are reservations.
      4. A No can trigger - more research, probing or consideration by the organization.

      (If no, consideration needs to be given to whether the employee should be moved to another role or terminated)                                                                                                                                             

      Sub-Decision Framework (refer to each tab for questions on each sub-decision):                                                                                                                                                                      

      Is the employee still capable of performing the current role to the required level and should be retained?                                                                                                                                                                   

      1. Is the employee still a Culture Fit for the organization?
      2. Is the employee still a Behavior Fit for the current role based on the job description?
      3. Is the employee still a Cognitive Fit for the current role in the future?
      4. Are the employee's Technical Skills and expertise still a fit for the current role in the future?
      5. Are there significant material factors that would make not retaining this employee in the current role difficult?                                                                                                                                                                                                           

      Standalone Sub-Decisions                                                                                                                                                                   

      1. Will further training and development help the employee to improve performance in the current role and grow within the organization?
      2. Has the employee talent management review process been effective for making a decision about the employee?                                                
      3. Could the employee be considered for a leadership role in the future?                                                

                                                                             

      DNA Talent Assessment Manager Checklist

      For more information about the overall DNA Behavior Hiring Performance, please visit https://landing.dnabehavior.com/hiring to download the White Paper.