Talent management

Last updated: 10 Feb 2016

This page is: current

The benefit of a high-performing and capable workforce is well understood. Delivering that workforce requires a systematic approach to identifying, developing, engaging and deploying the right people in the right roles.

'Talent' consists of those individuals with the performance and potential to make a significant difference to performance now and in the longer term.

The concept of high potential is central to the notion of talent. It refers to the capacity of an individual to move into - and succeed in - roles of greater complexity, ambiguity and scale in the future.

Although all people have inherent talents, specific focus is given to those identified as 'high-potential talent'.

Talent management in the APS is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to the APS because of their high potential in the future.

Talent management is a key business strategy and an investment in the future capability of the APS. Taking a systematic approach to managing the career growth of high-potential employees ensures the APS has the right people ready for critical roles now and in the future.

The APS has established talent management principles and practices that support talent development. A talent management and associated toolkit assist departments and agencies to implement internal talent management initiatives that are linked to their workforce planning. They are used in APS-wide talent management activities coordinated by the APSC in partnership with departments and agencies.

Talent Management Guide and Toolkit

The APS Talent Management Guide explains the talent management principles and practices used in the APS.  It provides guidance on the talent management principles and practices.

The Talent Management Toolkit provides the practical tools to assist agencies to implement talent management initiatives in the workplace.

How the APS Centre for Leadership and Learning helps

Studies have shown that high-potential employees are almost twice as valuable to an organisation. The benefits of recognising and developing high-potential employees include:

  • creating a strong 'bench strength' to support future succession planning for key roles
  • improving retention and engagement of high-value individuals
  • achieving greater customer satisfaction and better performance compared to organisations that don't manage talent.

The APS Centre for Leadership and Learning supports departments and agencies to implement their talent management programs. The Centre can help determine a suitable talent management plan and implementation.

A talent management working group is also available. This group brings practitioners from departments and agencies together to discuss approaches and work through issues.

The Centre also works with departments and agencies participating in the management of SES-level talent and offers programs particularly for SES-level employees.