OKR template to implement a comprehensive talent pool database through strategic mapping
The goal is to implement a comprehensive talent pool database through strategic mapping. This includes the identification of potential talents from an array of organizations in order to create an exhaustive list that can be utilized for future hiring processes. By using a competency mapping framework, potential talents will be evaluated and classified accordingly.
The process starts with creating an external competency mapping framework to identify talent by the sixth week. This involves devising a system that identifies the skills, potentials, and talents of individuals from various organizations. The competency mapping will form the basis of the talent pool database.
The data compilation is expected to be complete by the twelfth week. The initiatives to achieve this include setting up the database structure, identifying, and documenting at least 500 talents, and inputting all the collected data into the database. This exercise aims to create a robust database with a uniquely identified set of skills and talents.
Another critical aspect is the necessity of finalizing an exhaustive list of companies to consider for the talent mapping exercise. This should be done by the end of the second week. The initiatives include researching potential companies, narrowing down to the most relevant ones, and finalizing the list.
The process starts with creating an external competency mapping framework to identify talent by the sixth week. This involves devising a system that identifies the skills, potentials, and talents of individuals from various organizations. The competency mapping will form the basis of the talent pool database.
The data compilation is expected to be complete by the twelfth week. The initiatives to achieve this include setting up the database structure, identifying, and documenting at least 500 talents, and inputting all the collected data into the database. This exercise aims to create a robust database with a uniquely identified set of skills and talents.
Another critical aspect is the necessity of finalizing an exhaustive list of companies to consider for the talent mapping exercise. This should be done by the end of the second week. The initiatives include researching potential companies, narrowing down to the most relevant ones, and finalizing the list.
Implement a comprehensive talent pool database through strategic mapping
Develop and apply an external competency mapping framework to identify talent by week 6- Successfully complete database creation with at least 500 identified talents by week 12
Input all talent data into the database by week 12- Establish the database structure by week 10
- Identify and document 500 individual talents by week 9
- Finalize an exhaustive list of companies for mapping by week 2
- Research potential companies for the mapping project
- Narrow down list to relevant companies
- Finalize list by end of week 2
