Manages the development, implementation, and administration of programs that evaluate, measure, enhance and improve employee performance.
Utilizes assessments to evaluate and identify the current and emerging skills, competencies, and behaviors required to achieve desired organizational results and prepare for future needs. Leads the design of performance management strategies and processes that measure outcomes, identify areas for improvement, and align teams to organizational goals. Establishes cross-functional synergies that provide training and development resources needed to achieve workforce performance improvements. Champions a culture of objective setting and result measurement aligned to pay and rewards using tools, training, and communication.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Talent Performance Manager skill and competencie below to view definitions.
Skill definition-Providing career guidance through career positioning, career referral, career goal setting, skill development, and career path development.
Level 1 Behaviors
(General Familiarity)
Describes the factors that influence career development.
Level 2 Behaviors
(Light Experience)
Documents and help suggest new employment opportunities to the right candidate.
Level 3 Behaviors
(Moderate Experience)
Develops workshops on topics such as goal setting, resume development, interview strategies, social media presence.
Level 4 Behaviors
(Extensive Experience)
Facilitates the use of coaching guidelines to support the career development needs of our employees.
Level 5 Behaviors
(Mastery)
Conceptualizes strategies to track the impacts of career coaching on our employee development plans.
Skill definition-Identifying, managing, and developing employee competencies to align employees’ skills and behaviors with the business strategy of an organization.
Level 1 Behaviors
(General Familiarity)
Describes the definition, concept, and principles of competency.
Level 2 Behaviors
(Light Experience)
Assists in building a competency model under the supervision of our management.
Level 3 Behaviors
(Moderate Experience)
Helps in the development of tools and modules to support the competency requirements of our employees.
Level 4 Behaviors
(Extensive Experience)
Evaluates and review the accuracy and effectiveness of the competency management program.
Level 5 Behaviors
(Mastery)
Advocates the adoption of advanced tools, techniques, and methods related to competency management.
Skill definition-Insight into our organization's business, goals, and values. Ability to design and implement initiatives that facilitate successful outcomes.
Level 1 Behaviors
(General Familiarity)
Explains our key business strategies and priorities.
Level 2 Behaviors
(Light Experience)
Reports and communicates market and competitor status regularly to the management team.
Level 3 Behaviors
(Moderate Experience)
Evaluates supply chain efficiency with an eye toward improving shortcomings.
Level 4 Behaviors
(Extensive Experience)
Optimizes business processes based on deep insight into various business unit functions.
Level 5 Behaviors
(Mastery)
Designs and implements feedback loops to identify and promptly address business problems.
Skill definition-Knowledge of and ability to apply a set of quantifiable measurements to determine how effectively an individual, team or organization is achieving a business objective.
Level 1 Behaviors
(General Familiarity)
Explains the benefits and risks of using KPIs.
Level 2 Behaviors
(Light Experience)
Identifies KPIs currently in use and provides input to management.
Level 3 Behaviors
(Moderate Experience)
Interprets and analyses KPI data to recommend courses of action.
Level 4 Behaviors
(Extensive Experience)
Evaluates ongoing productivity; recommends corresponding modifications on KPIs as indicated.
Level 5 Behaviors
(Mastery)
Leads efforts to improve performance as identified and measured by KPIs.
There are 0 hard skills for Talent Performance Manager.
12 general skills for Talent Performance Manager, Career Development and Coaching, Competency Management, Data Gathering and Analysis, etc.
11 soft skills for Talent Performance Manager, Business Acumen, Key Performance Indicators (KPI), Driving Results, etc.
While the list totals 23 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Talent Performance Manager, he or she needs to be skilled in Business Acumen, be skilled in Key Performance Indicators (KPI), and be skilled in Driving Results.
