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Telkom Integrated Report 2017
Talent management
framework
The new talent management
framework enables us to identify
critical skills and key talent across
various business units, and
allows us to invest properly and
thoughtfully into developing our
people. In FY2018 we will aim to
further embed this framework,
making it an integral part of how
we operate.
During the second half of the financial year, this approach was rolled out to all
business unit leadership teams and their direct reports. As such, a clear view
of just over 300 senior leaders in the business was gained. This assisted in the
mitigation of talent risk by:
> safeguarding senior leadership roles through deep succession pipelines,
including the identification of emergency replacement plans per role
> providing insight to risk and impact of loss of key talent
> identifying next development moves for identified successors and
top talent
> ascertaining action plans for critical roles per business unit (build internal,
borrow consultants, hire new people)
> industriously managing misaligned talent (performance improvement)
A key outcome of the talent management framework is career development
plans aligned to personal career aspirations and the business’s needs.
Conversations about talent between leaders and their direct managers help
inform the individual’s career and development plans, ensuring alignment with
business requirements.
In order to achieve our objective of attracting, developing and retaining talent,
we need to:
> ensure a continuous talent rhythm is adopted across the business
> invest in high-potential diverse talent, ensuring readiness to assume future
leadership roles
> leverage off talent insights to use key talent in line with business needs
FY2017 focus areas
Transformation
Talent
attraction
Talent
development
Deep
succession
plans
Impactful
performance
management
Relevant
remuneration