Talent Frameworks Best Practices
The objective is to preserve the industry-standard content within TalentGuard Job Profiles while allowing for necessary customization. The following chart outlines the rules for modifying the content in the Job Profiles:
Job Title
Rule: This can be altered to reflect the specific language used in your organization.
Example: ‘Facilitator’ was updated to ‘Classroom Trainer’ to suit organizational terminology better.
Job Description
Rule: Changes are permissible when there is a compelling business rationale.
Example: The phrase “supports all recruiting activities” was changed to “executes all recruiting activities” to describe the role within the recruiting cycle more precisely.
Job Responsibilities
Rule: Modifications are allowed with a strong justification related to business needs.
Example: The phrase “attend job fairs, place ads, etc.” was replaced with specific activities like “recruiting, assessing, presenting, interviewing, and making offers” to reflect the actual recruiting process better.
Job Bands
Rule: These should align consistently with the client’s job levels.
Example: TalentGuard provides job bands within the frameworks. It’s important to map these levels consistently to the Client Job Levels within the organization.
Competencies / Behavioral Statements
Rule: These should remain unedited unless there is a solid reason related to business needs.
Proficiency Levels
Rule: Avoid making any changes.
Example: Maintain four levels of proficiency for each competency, applied uniformly across the organization.