What is the ICPI Talent and Performance Management Process™ (TPM)?

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High performing organizations require motivated and effective teams of professionals working toward a common goal, their impact is critical to improving business processes and results. Our approach applies a structured process to business teams in order to transform members into high performing "Business Partners”.

Effective Competency Development, Succession Planning, and Talent Management Programs are designed to meet specific business needs in a particular organization and its culture. There isn’t any “generic” program that is right for everyone. The process and system must be extremely flexible and support a wide variety of approaches ranging from basic to comprehensive to help prepare the organization with the knowledge, skills and online systems to plan, implement and manage an ongoing talent management process.

High-performance organizations focus on developing a workforce capable of achieving high performance. High-performance work requires ongoing education and training, as well as information systems that ensure proper communication. To help staff realize their full potential, many organizations use individual development plans prepared with each staff member and addressing his/her career and learning objectives. The requirements of high-performance work, coupled with the challenges of tight labor markets, necessitate more attention to succession planning and hiring profiles. This should include and capitalize on diversity factors. Education and training should align with the strategic goals, including how education and training balance short and longer-term individual and organizational objectives. (Baldrige 2002)

Skillful execution of performance-based solutions is required to achieve an outcome based TalentForce™. Whether a member of an executive team, short term task force or ongoing work team, the tools and techniques of the Talent and Performance Management Process (TAPM)will help align efforts, establish measurable goals and actions, and help achieve organizational results.

With this framework, successful implementation will result in:

• Systems Thinking - Teams understand the link of how their work is aligned with organizational goals thus creating targeted performance improvement
• Multi Level Leadership – Organizations and Teams have a clear mission and vision with everyone taking on leadership roles in various ways
• Goal Sharing and Rewards - Teams being rewarded for impacting organizational goals/measures
• Engagement - Employees are engaged in their work because their mission has purpose, meaning, and they can see the difference they make in the organization

TPM GOALS AND OUTCOMES

Outcomes from Implementing the Talent and Performance Management Process™:

• An organization ready to meet the challenges of tomorrow by providing its employees with the tools to set goals and take charge of their career and organizational development, while linking that development to its strategic goals.
• Individuals who recognize the power of setting performance and career goals and identifying/completing actions to achieve them.
• An organized, meaningful approach to managing and improving talent within the organization in what has historically been a variety of seemingly unrelated tasks.
• Organizations and teams will establish clear success metrics that link their performance to business outcomes.
• Organizations will have a tailored process cascaded throughout all levels of the organization to link to and review goals, competencies, and proficiency requirements necessary for the organization to achieve success.
• Organizations and teams will realize the business impact and return on investment (ROI) from using the TPM.