| Document | Can be used to... | Chief executives | HR/OD practitioners | People leaders | Individuals | Functional groups |
| KEY TOOLS | ||||||
| 1.1 Dynamic talent map (9-box grid) | Identify where someone is at in their career ‘right now’, and determine the best development focus to support them – to be successful in their job and career. | ✓ | ✓ | ✓ | ✓ | ✓ |
| 1.2 Maturity model | Assist organisations to identify current strengths and gaps in their talent management practices. Provide a mechanism for prioritising actions which continue to mature practices over time. | ✓ | ✓ | ✓ | ||
| Document | Can be used to... | Chief executives | HR/OD practitioners | People leaders | Individuals | Functional groups |
| QUICK REFERENCE MATERIAL | ||||||
| 2.1 Quick reference: Leading talent management in your organisation | Provide an overview of our shared talent management approach – from the perspective of chief executives and their leadership teams | ✓ | ✓ | |||
| 2.2 Quick reference: for people leaders | Provide an overview of our shared talent management approach – from the perspective of people leaders | ✓ | ||||
| 2.3 Quick reference: for individuals | Provide an overview of our shared talent management approach – from the perspective of individuals | ✓ | ||||
| Document | Can be used to... | Chief executives | HR/OD practitioners | People leaders | Individuals | Functional groups |
| DETAILED GUIDES | ||||||
| 3.1 Guide: Identify and develop talent (talent management conversations) | Assist people leaders to understand their role in talent management, and help them to identify and develop talent through better conversations. | ✓ | ||||
| 3.2 Guide: Getting started with talent management in your organisation | Assist organisations who are “just starting” or aligning their talent management approach to be consistent with the State sector. | ✓ | ||||
| 3.3 Guide: Better talent management through Leadership Insight | Assist HR practitioners to mature talent management practices through practical application of Leadership Insight – our common approach to leadership assessment across the State sector | ✓ | ✓ | |||
| 3.4 Guide: Establishing a new talent forum | Support those who are interested in establishing a new talent forum which provides support for talent identification and development across a particular function, region or sector. | ✓ | ||||
| Document | Can be used to... | Chief executives | HR/OD practitioners | People leaders | Individuals | Functional groups |
| ADDITIONAL TOOLS & TEMPLATES | ||||||
| 4.1 My talent profile | This template helps individuals to promote their career interests, strengths and development needs. It should be completed jointly with their manager. (Note: should be used in conjunction with the TMIS, where appropriate) | ✓ | ✓ | |||
| 4.2 Career conversation map | The Career Conversation Map will assist career conversations between people leaders and individuals, aligned to the Leadership Success Profile. | ✓ | ✓ | |||
| 4.3 Development scenarios booklet | People leaders and individuals can use this guide to focus development in line with the State sector’s talent management approach. | ✓ | ✓ | |||
| 4.4 Career stories and personas | “Humanise” the application of the talent management toolkit through six fictional career stories and personas. | ✓ | ✓ | |||
| 4.5 Self-assessment - Growing leadership potential | People leaders and individuals can use this self-assessment to identify the strength of leadership potential. | ✓ | ✓ | |||