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)
Cites the steps and guidelines for our employee career development.
Level 2 Behaviors
(Light Experience)
Conducts career development coaching assessments to identify student strengths and weaknesses.
Level 3 Behaviors
(Moderate Experience)
Assesses suitability for different occupations to help prepare our employees for specific challenges.
Level 4 Behaviors
(Extensive Experience)
Develops career development plans for our employees to improve performance and achieve career goals.
Level 5 Behaviors
(Mastery)
Champions the adoption of the latest technology and tools for career development and coaching.
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)
Lists basic functions and features of assessment tools to determine employee competency.
Level 2 Behaviors
(Light Experience)
Participates in the design and development of the competency library for our organization.
Level 3 Behaviors
(Moderate Experience)
Works on the application of competency management in various HR functions in our organization.
Level 4 Behaviors
(Extensive Experience)
Oversees the creation, implementation, and management of the leader competency model.
Level 5 Behaviors
(Mastery)
Establishes the guidelines for designing our competency-based organizational development strategy.
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)
Names our key stakeholders from a business value chain perspective.
Level 2 Behaviors
(Light Experience)
Supports the planning, implementation, and management of training programs that foster process improvements.
Level 3 Behaviors
(Moderate Experience)
Participates in the redesign of organizational structures to reflect business priorities.
Level 4 Behaviors
(Extensive Experience)
Trains others on various business and operation topics.
Level 5 Behaviors
(Mastery)
Forecasts the short-term and long-term impact of various business cases on P&L performance.
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)
Lists some typical KPIs from own industry, business, and function.
Level 2 Behaviors
(Light Experience)
Produces standard and ad-hoc KPI reports following standard procedures.
Level 3 Behaviors
(Moderate Experience)
Participates in regular KPI reviews to evaluate goals, performance, and growth opportunities.
Level 4 Behaviors
(Extensive Experience)
Works with external stakeholders, such as key clients and vendors to determine complicated KPIs.
Level 5 Behaviors
(Mastery)
Reports on up to date industry and market benchmarks and trends in KPI best practices.
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.
