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Staff are unsure of employers reasons for talent management schemes

Talent management scheme improves employee engagement, but staff are undecided if these schemes are about preparing for a future role or helping them do their own job better, according to the CIPD.

The study, undertaken by Capgemini consulting for the CIPD, comprised a survey of 300 respondents and interviews with senior leaders in a talent programme/ pool within each organisation, as well as those not selected to go on these programmes.

It found the vast majority (81%) of respondents said talent management programmes make them feel more engaged at work and top reason for wanting to be a participant in the programmes is the belief that the development activities offered help people in the future (84%).

More than half (52%) also hoped the programme would help them progress up the company at a faster pace but respondents were split 50:50 about the main objectives of programmes: half believe it solely exists to help them perform better in their current job and the other half thought it was more about preparing them for a future role.

Most senior managers point to the benefits of the programme in increasing their networks (78%), developing new skills (72%) and learning from a challenging experience (62%)

There was very little difference between participants and non-participants regarding level of pride in their organisation and overall happiness with the organisation ..

Claire McCartney, resourcing and talent planning adviser, CIPD, said: "It’s encouraging to see that leadership support and sponsorship of talent initiatives was found to be strong across all the organisations. Support across divisions and between line managers, however, is inconsistent, which could compromise the effectiveness of programmes. HR’s role in communication, raising awareness and educating line managers will help address this.

"HR also needs to actively support peer groups represented on the talent programmes – often the highest performing employees across the business – to continue to meet and network beyond the programme. This will help organisations get the most out of groups that have participated in talent programmes, harnessing their energy and creativity for business success."

Companies participating in the research included Astellas Pharmaceutical, Barclays, Big lottery, BT, KPMG, NHS East of England, NHS West Midlands, Pizza Express, The Scottish Government and Vodafone.