Identify and manage talent in a food and drink business

This standard is about the skills and knowledge needed for you to identify and manage talent in a food and drink business. Talent management is key to optimising the performance of individuals within an organisation. Developing and retaining good quality employees is crucial in gaining a competitive advantage and achieving organisational objectives. Talent can be managed exclusively for certain colleagues or inclusively for the whole workforce. Talent management is an influential strategy that has huge benefits for the individual and the success of the food and drink business. You will need the skills and knowledge to identify training, development and promotion opportunities for colleagues, aiding organisational objectives and short and long term career objectives. You must also have the skills and knowledge to adhere to organisational procedures relating to the development, performance and retention of staff. You will need to know and understand the tools and techniques used to manage talent available to an organisation. You must also need to know and understand the benefits and challenges encountered when implementing talent management systems. This standard is for you if you work in food and drink manufacture and/or supply operations and are involved in managing talent in a food and drink business.

Invest in talent development

1. determine the skills, knowledge, abilities, experience and potential

   of yourself and people in your area of responsibility

2. confirm the short and long term career goals and objectives of the

   people in your area of responsibility

3. identify day to day and long term opportunities for the

   development of people within your area of responsibility

4. utilise formal and informal methods to aid development of the

   individual

5. deploy individuals across the food business to aid the success of

   the food and drink business and/or to aid development of the

   individual

6. invest in the management, leadership and development of the

   talent in your area of responsibility

   Support talent development

7. confirm words and actions support the employer branding of the

   food and drink business

8. confirm words and actions support the employer branding of the

   food and drink business

9. identify areas of low retention and high turnover and address the

   reasons for this

10. provide feedback to colleagues on their abilities and potential

11. recognise and reward staff based on performance

12. provide support to people during conflict, grievance, challenges

    and issues affecting attendance and performance at work

13. be open and supportive to changes in work patterns to aid

    retention and performance of colleagues

14. evaluate the organisational strategy and procedures for managing

    talent across the food and drink business

15. suggest improvements to the identification and management of

    talent

1. the organisational processes for determining, planning and

   managing individuals' development needs and how to use them

   2. what the methods of communication and information technology

   are in your organisation and how to make best use of them

   3. how to determine the skills, knowledge, abilities, experience and

   potential of the people in your area of responsibility and why it is

   important to do so

   4. why it is important to understand the long and short term goals

   and drivers for yourself and the people in your area of

   responsibility and how to confirm these requirements

   5. how to identify the day to day and long term development, training

   and promotion opportunities for the people in your area of

   responsibility

   6. why it is important to encourage a food and drink business culture

   that supports the retention and development of the individual

   7. what the reasons for low retention and high turnover of staff are

   and how to identify them

   8. how to reduce low retention and high turnover in your area of

   responsibility

   9. what the organisational systems are for improving retention and

   how to implement them

   10. how to address conflict, challenges, change and grievance and

   why it is important to adhere to organisational procedures when

   doing so

   11. why it is important to evaluate talent management, including

   development, performance and retention procedures and how to

   do this

   12. the strategic and operational importance of talent management in

   a food and drink business

   13. the organisational tools and techniques available to track

   performance, development and retention of talent within a food

   and drink business

   14. how information technology systems can be used to help in the

   management of talent

   15. the advantages and disadvantages of having an active talent

   management system in a food and drink business

   16. the advantages and disadvantages of inclusive and exclusive

   talent management systems

   17. how to embed the importance of talent management into

   organisational policies and procedures and why it is important to

   do so

   18. how talent management and ensuring staff capacity and capability

   needed to achieve key organisational objectives can be

   complementary

   19. the advantages and disadvantages of development of in-house

   staff and buying in and developing new talent

   20. succession planning, its benefits and challenges and how it can

   be implemented across an organisation

   21. the concept of war for talent and how it applies to the UK food and

   drink industry

   22. the advantages and disadvantages of employer retention and

   performance schemes

   23. why talent management is a dynamic process that requires

   regular assessment and evaluation