Achieving this goal means aligning the interests and skills of individual employees with MIT’s organizational needs. Talent management is a systemic approach to assessment, planning, and learning. It is an ongoing process and a shared responsibility of the employee, manager, and organizational leaders. MIT’s Office of Stratetic Talent Management develops strategies, planning tools, resources, and programs for MIT’s schools, departments, labs, and centers to stimulate communication about work and development planning and to help employees develop in their current roles and prepare for future opportunities.
For Organizational Leaders:
- How do we assess organizational challenges and opportunities?
- How do we analyze the workforce to see if we have the right mix of skills and knowledge?
- How do we identify and build a talent pipeline for future needs?
- What learning and development strategies should we promote?
- How do we communicate job and career information about our department to encourage development plans and attract potential job candidates?
- How do we encourage professional networking and peer learning?
- How do I retain and develop my staff?
- How do I conduct a development discussion?
- What kind of learning and development strategies can I use in my department?
- How do I determine the critical skills and knowledge necessary to achieve department priorities and goals?
- What is involved in a talent review?