London Leadership Academy Talent Management Tool 4 Talent

London Leadership Academy Talent Management Tool 4: Talent Supply Framework © PA Consulting and London Leadership Academy www. londonleadershipacademy. co. uk @NHSLLA

5 steps to responding to your talent supply and demand Follow these 5 steps to understand your supply and demand of talent and identify actions to take to fill any critical talent gaps: 1. Conduct a talent review to understand the talent you require, the talent you have in the organisation and the gaps to fill for current and future roles. To find out more about conducting talent reviews, read the Identifying Talent [insert hyperlink] section on the Talent Management Network site. 2. Use the Talent Supply Framework (slides 3 -5) to identify the appropriate approaches to acquiring talent, whether that be internally or externally. 3. If your approach is to source talent internally, identify individuals who are ready now or will be ready in the future for a move or a stretch role within the organisation through the annual talent review or by conducting internal reviews or assessment centres. 4. If there are gaps in your internal sources of talent and you need to source talent externally, identify additional sources of talent through analysis of labour markets which will include local intelligence or for some roles, an understanding of national or international supply (for example in key medical or technical posts). 5. Plan the actions you need to take including dependencies and timelines to ensure the approach you have selected is as effective as it can be, before taking steps to implement your talent sourcing strategy. © PA Consulting and London Leadership Academy

6 strategies for sourcing talent BUY ATTRACTING & RESOURCING TACTICS BUILD BIND DEVELOPMENT TACTICS RETENTION TACTICS TALENT SUPPLY MANAGEMENT BORROW BOOST CREATING EXPERIENCE & EXPOSURE ACCELERATED PROGRESSION BOUNCE DEPLOYMENT TACTICS © PA Knowledge Limited 2017 © PA Consulting and London Leadership Academy

Talent Supply Framework Template The Talent Supply Framework enables you to review your current sources of supply for your critical talent and select the most appropriate strategy or combination of strategies to acquire the talent you need. The framework provides six strategies for acquiring talent and the template allows you to review your talent supply against these. There a couple of questions to address for each strategy and depending on your response to these, you can then assess how well placed you are to adopt each of the strategies. Explore each of the strategies and associated questions by conducting interviews or focus groups with the HR team and other key stakeholders. Once you have collated the responses, assess each question and assign a RAG status reflecting how well implemented your current approaches and processes are. This guides the selection of appropriate strategy for your organisation or for particular roles or capabilities. The example below illustrates how to complete the template, using the ‘Buy’ strategy as an example. This suggests that although there may be a strong external supply of talent available, this strategy requires some actions to be taken to ensure its effectiveness. APPROACH QUESTION RESPONSE BUY Attracting And Resourcing Tactics What local resource pools are available? Graduate talent External contractor pools What is necessary to attract the skills/resources needed? Updated Employee Value Proposition Aligned job descriptions RAG © PA Knowledge Limited 2017 © PA Consulting and London Leadership Academy

Talent Supply Framework Template APPROACH QUESTION BUY Attracting And Resourcing Tactics What local resource pools are available? BUILD Development Tactics BORROW Creating Experiences & Exposure BIND Retention Tactics BOOST Accelerated Progression BOUNCE Deployment Tactics RESPONSE RAG What is necessary to attract the skills/resources needed? How is development managed to meet need? What supervisory ratios are needed to be effective with current workforce? Where are the short-term opportunities across functions or organisations to mitigate gaps? Which other potential partners are available to share labour? How do we retain our critical talent? Where are we most at risk to lose key capabilities and why? Where can progression be accelerated to fill gaps in key positions? When should early promotion be considered? How are we keeping staff motivated to perform? What opportunities are available that could support development? © PA Knowledge Limited 2017 © PA Consulting and London Leadership Academy