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MindMap Gallery Talent inventory and career development channel design
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Talent inventory and career development channel design
This mind map takes "talent inventory and career development channel design" as the core, and builds an eight-dimensional system of "cognition - system - path - case - challenge - trend - indicator - template" with an eight-dimensional system, adopting a deep hierarchical design of level seven or above, and the system covers the entire process of talent management from inventory to development. By deconstructing the planning, data collection, analysis and application of talent inventory, as well as the model, design, evaluation and implementation of career development channels, supporting four-stage implementation paths and multi-industry cases, a complete talent management solution is formed.
Edited at 2025-06-18 14:23:09
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Talent inventory and career development channel design
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- Outline
Talent inventory and career development channel design
Talent inventory and career development channel design
1. Basic cognition and core concepts
1. Talent inventory definition
- Concept analysis
▶ Definition: The management process of systematically assessing the current status of organizational talents
▶ Essence: Talent data management and strategic matching
▶ Objective: Talent structure optimization/high potential identification/succession planning
- Development history
▶ Origin: GE Talent Nine-Grid in the 1960s
▶ Development: The rise of digital inventory tools after 2000
▶ Trend: Intelligent inventory driven by AI big data
- Data background
▶ Enterprise application rate: China's top 500 companies reach 92% (Zhilian Recruitment)
▶ Performance data: Talent utilization rate increased by 35% after inventory (DDI)
▶ Input and output: 8 yuan of profit per 1 yuan inventory investment (McKinsey)
2. Definition of career development channel
- Concept analysis
▶ Definition: A career promotion path system designed by the organization for employees
▶ Essence: Systematized design of ability development and career goals
▶ Goal: Retain talents/stimulate potential/enhance engagement
- Pattern classification
▶ Single channel: Traditional straight line promotion
▶ Dual channel: management Professional parallel
▶ Multi-channel: technology/management/experts and other multi-paths
- Data background
▶ Employee needs: 83% of employees expect to clarify their development path (Gallop)
▶ Retention effect: Clear channel reduces turnover rate by 42% (SHRM)
▶ Engagement: Development opportunities affect 76% Engagement (HCI)
3. Strategic Value System
- Organizational level
▶ Talent supply chain: Ensure strategic talent reserves
▶ Efficiency improvement: Human efficiency improvement by 2.3 times (Hay Group)
- Team level
- Personal level
▶ Capacity Growth: Targeted Development Plan
▶ Job significance: Align career goals with organizational goals
1. Inventory planning stage
- Case: Huawei's "digital transformation in the next three years" talent demand
- Case: A certain Internet company's flat architecture talent demand
- Output: Job Importance Matrix
3. Talent strategy formulation
- Case: A manufacturing industry's "technical breakthrough" talent strategy
- Solution Design
- Case: A car company's inventory of all groups vs. core positions
2. Dimensional design
- Case: Tencent's "ability, performance, potential" three-dimensional inventory
- Tools: Dimensional Weight Design Table
- Output: Inventory Dimension Instructions
3. Tool selection
- Case: A foreign company chooses DDI evaluation Internal evaluation
- Tools: Evaluation Tool Comparison Matrix
- Output: Tool implementation plan
- Resource preparation
- Case: HR Business External Expert Inventory Group
- Tools: Division of Responsibilities
- Output: Project team member list
2. Budget preparation
- Case: A central enterprise 3 million inventories budget allocation
- Tools: Budget breakdown table
- Output: Expense budget plan
3. Training and publicity
- Case: A private enterprise pre-inventory training plan
- Tools: Training courseware Promotional video
- Output: Training implementation plan
2. Data collection phase
- Ability Assessment
1. Competency assessment
- Case: Huawei's "Iceberg Model" capability assessment
- Tools: Competency Assessment System (Beisen)
- Output: Capability radar diagram
2. Skills Assessment
- Case: Practical test of a technical position in a manufacturing industry
- Tools: Skill Test Question Bank Practical Platform
- Output: Skill Assessment Report
3. Potential assessment
- Case: "Learning Acuity" Evaluation of a Financial Enterprise
- Tool: Gallup Q12 Potential Assessment Questionnaire
- Output: Potential Assessment Matrix
- Performance data
1. Historical performance
- Case: Performance appraisal results in the past 3 years
- Tools: Performance Data Board
- Output: Performance Trend Analysis
- Case: Contribution to a certain project
- Tools: Key Event Record Table
- Career Willing
1. Development intention
- Case: A survey on professional tendencies of an Internet company
- Tools: Career Anchor Test Interview
- Output: Career Willing Distribution Map
2. Ability expectations
- Case: A consulting company's capacity improvement needs
- Tools: Ability Expectation Questionnaire
- Output: Capability gap analysis
3. Job satisfaction
- Case: A survey on job satisfaction of a retail company
- Tool: Satisfaction Scale (SUS)
- Output: Satisfaction analysis report
3. Data analysis phase
- Talent Modeling
1. Capability Modeling
- Case: Alibaba's "Six-Meridian Divine Sword" capability model
- Tool: BEI Behavioral Event Interview
- Output: Capability Model Instruction
2. Performance Modeling
- Case: A manufacturing performance forecasting model
- Tools: Regression Analysis Machine Learning
- Output: Performance Forecast Report
3. Potential Modeling
- Case: A foreign company's high potential talent prediction model
- Tools: Decision Tree Neural Network
- Output: Potential prediction matrix
- Nine Grid Analysis
1. Performance-abilitation nine-part grid
- Case: Nine grid distribution of talents in a central enterprise
- Tools: Nine Grid Analysis Template
- Output: Nine-grid distribution diagram
2. Potential-Nine-Classification of Will
- Case: Nine squares of professional wishes for a private enterprise
- Tools: Willing-Potential Matrix
- Output: Analysis of development intention
3. Skills-Nine Requirements
- Case: A technology company's skill gap nine-grid
- Tools: Skill Matching Matrix
- Output: Skill Improvement Roadmap
- Gap Analysis
1. Ability gap
- Case: The gap in digital capabilities of a car company
- Tools: Ability Gap Analysis Table
- Output: Capacity Improvement Plan
2. Structural gap
- Case: Age structure gap between talents in a certain bank
- Tools: Structural Analysis Model
- Output: Structural Optimization Solution
3. Quantity gap
- Case: A technical talent gap in a certain Internet company
- Tools: Supply and Demand Forecast Model
- Output: Recruitment Plan
4. Result application stage
- Talent pool construction
1. High-potent talent pool
- Case: Huawei's "Genius Boy" plan
- Tools: High potential talent assessment criteria
- Output: High potential talent list
2. Succession Talent Pool
- Case: Succession plan of a central enterprise executive
- Tools: Succession Evaluation Matrix
- Output: Succession Schedule
3. Professional talent pool
- Case: A manufacturing technology expert Chi
- Tools: Professional competence certification standards
- Output: List of professional talents
- Decision support
1. Promotion decision
- Case: Promotion assessment of a foreign company
- Tools: Promotion Assessment Model
- Output: Promotion suggestions list
2. Training decision-making
- Case: Training needs of a financial enterprise
- Tools: Training Requirements Matrix
- Output: Training Program
3. Allocation decision-making
- Case: A retail enterprise deploys across regions
- Tools: Human-Position Matching Model
- Output: Job allocation plan
- Strategic Planning
1. Recruitment Planning
- Case: Three-year recruitment plan for a technology company
- Tools: Recruitment Demand Forecast
- Output: Recruitment Strategic Planning
2. Training planning
- Case: Five-year plan for talent training of a state-owned enterprise
- Tools: Cultivation Path Design
- Output: Blueprint for talent training
3. Retention planning
- Case: Core Talent Retention Plan for an Internet Company
- Tools: Retention policy matrix
- Output: Talent retention plan
III. Career development channel design
1. Channel mode selection
- Single channel mode
1. Applicable scenarios
- Case: A traditional manufacturing position
- Features: Straight line promotion, clear path
- Advantages: Simple management, clear goals
2. Key points of design
- Case: Promotion path for operators in a factory
- Tools: Job Level Table
- Output: Single channel manual
3. Difficulties in implementation
- Case: A bottleneck of a single channel development of a state-owned enterprise
- Question: Limited development space
- Countermeasures: Add skill level
- Dual Channel Mode
1. Applicable scenarios
- Case: Huawei's "Management Technology" dual channel
- Features: parallel development, flexible selection
- Advantages: Retain professional talents
2. Key points of design
- Case: Dual-channel design of a certain IT enterprise
- Tools: Channel comparison matrix
- Output: Dual Channel Manual
3. Difficulties in implementation
- Case: A foreign enterprise channel conversion obstacle
- Problem: Channel Barrier
- Countermeasures: Establish a conversion mechanism
- Multi-channel mode
1. Applicable scenarios
- Case: A consulting company "Management Expert Consultant" multi-channel
- Features: diversified development, cross-border integration
- Advantages: Inspire innovation
2. Key points of design
- Case: Multi-channel design of an investment bank
- Tools: Channel Map
- Output: Multi-channel instruction manual
3. Difficulties in implementation
- Case: A pharmaceutical company's channel is too complex
- Question: Employees have difficulty understanding
- Countermeasure: Visualization Tool
2. Design process
- Demand Analysis
1. Organizational Requirements
- Case: A car company's digital transformation needs
- Tools: Analysis of strategic talent needs
- Output: Organizational Requirements Checklist
2. Job requirements
- Case: Job capability requirements for a bank
- Tools: Job Competency Model
- Output: Job requirements manual
3. Employee needs
- Case: Professional wishes of an Internet company employee
- Tools: Career needs research
- Output: Employee Requirements Report
- Channel architecture design
1. Hierarchical design
- Case: A central enterprise's "Level 10 Professional Channel"
- Tools: Hierarchical Design Matrix
- Output: Channel level table
2. Path design
- Case: A technology company's "Technology → Architecture → Expert" path
- Tools: Path Map
- Output: Path Planning Diagram
3. Conversion Design
- Case: A foreign company's management-professional conversion standard
- Tools: Convert Rule Table
- Output: Conversion mechanism manual
- Standard setting
1. Capability Standards
- Case: A consulting company's capability grading standards
- Tools: Capability Grading Table
- Output: Capability Standard Manual
2. Performance standards
- Case: Performance requirements for promotion of a manufacturing industry
- Tools: Performance Standards Table
- Output: Performance Standard Manual
3. Qualification criteria
- Case: Qualifications for a financial enterprise
- Tools: Qualification Standards Table
- Output: Qualification Standard Manual
3. Channel type
- Management Channel
1. Hierarchical design
- Case: "Employee → Supervisor → Manager → Director" in a state-owned enterprise
- Tools: Management Hierarchy Table
- Output: Management Channel Instructions
2. Capacity requirements
- Case: Management capability model of a foreign company
- Tools: Management Capability Matrix
- Output: Management capability standard
3. Promotion path
- Case: A certain Internet company's management promotion path
- Tools: Promotion Roadmap
- Output: Manage promotion plan
- Professional channel
1. Hierarchical design
- Case: Huawei's "1-15-level technology channel"
- Tools: Professional level table
- Output: Professional channel instruction manual
2. Capacity requirements
- Case: A certain IT enterprise's technical capability model
- Tools: Professional competence matrix
- Output: Professional competence standard
3. Promotion path
- Case: A software company's technical promotion path
- Tools: Technology Roadmap
- Output: Professional promotion plan
- Composite channel
1. Hierarchical design
- Case: A consulting company's "advisor, expert management" composite channel
- Tools: Composite hierarchy table
- Output: Composite channel instruction manual
2. Capacity requirements
- Case: A compound capability model of an investment bank
- Tools: Composite Capacity Matrix
- Output: Compound capability standard
3. Promotion path
- Case: A brokerage firm's compound promotion path
- Tools: Composite Roadmap
- Output: Compound Promotion Plan
4. Assessment and Certification
- Evaluation System
1. Capacity Assessment
- Case: Certification of a central enterprise
- Tools: Capability Assessment System
- Output: Capability Assessment Report
2. Performance evaluation
- Case: Performance certification of a private enterprise
- Tools: Performance Evaluation System
- Output: Performance Evaluation Report
3. Qualification Assessment
- Case: Qualification certification of a financial enterprise
- Tools: Qualification Assessment System
- Output: Qualification Assessment Report
- Certification process
1. Application stage
- Case: Application for certification of a foreign enterprise channel
- Tools: Application Form
- Output: Application List
2. Evaluation phase
- Case: Certification Assessment of a Manufacturing Industry
- Tools: Evaluation Process Table
- Output: Evaluation record
3. Certification phase
- Case: Certification decision of a technology company
- Tools: Certification Decision Form
- Output: Authentication result
- Incentive mechanism
1. Salary incentives
- Case: A state-owned enterprise channel salary link
- Tools: Compensation Matrix
- Output: Salary Plan
2. Honors and Inspiration
- Case: Honors of a certain Internet company
- Tools: Honor System
- Output: Honor Plan
3. Development incentives
- Case: A consulting company's channel development opportunities
- Tools: Development Opportunity Matrix
- Output: Development Plan
IV. Implementation paths and tools
1. Talent inventory implementation
- Preparation phase (1-4 weeks)
1. Strategic Alignment
- Case: A car company's inventory of strategic alignment
- Tools: Strategic decoding canvas
- Output: Inventory Strategy Book
2. Solution design
- Case: A bank takes stock of plans
- Tools: Solution Design Template
- Output: Inventory Solution
3. Resource preparation
- Case: A private enterprise takes stock of resources and prepares
- Tools: Resource List
- Output: Resource Solution
- Implementation phase (5-12 weeks)
1. Data collection
- Case: Data collection for a foreign company
- Tools: Data Collection Template
- Output: Dataset
2. Data analysis
- Case: Data analysis of a manufacturing industry
- Tools: Analytical Models
- Output: Analysis Report
3. Result application
- Case: Application of results of an Internet company
- Tools: Application templates
- Output: Application Solution
- Optimization phase (13 weeks-)
1. Effectiveness Assessment
- Case: A central enterprise's inventory and evaluation
- Tools: Evaluation Metrics
- Output: Evaluation Report
2. Process optimization
- Case: Process optimization of a financial enterprise
- Tools: Optimize templates
- Output: Optimization Solution
3. System iteration
- Case: System iteration of a technology enterprise
- Tools: Iteration planning
- Output: Iterative Solution
2. Channel design implementation
- Planning phase (1-4 weeks)
1. Requirements Analysis
- Case: A car company's channel demand
- Tools: Requirements Analysis Template
- Output: Requirement Report
2. Mode selection
- Case: Selection of a certain bank model
- Tools: Pattern Comparison Matrix
- Output: Mode Solution
3. Team building
- Case: A private enterprise team formed
- Tools: Team Checklist
- Output: Team Plan
- Design phase (5-12 weeks)
1. Architectural design
- Case: Architecture design of a foreign company
- Tools: Architecture Template
- Output: Architecture Solution
2. Standard setting
- Case: Establishment of a manufacturing industry standard
- Tools: Standard Templates
- Output: Standard Manual
3. Process design
- Case: Process design of a technology company
- Tools: Process Template
- Output: Process Solution
- Promotion phase (13 weeks-)
1. Training and publicity
- Case: Training and publicity of a certain central enterprise
- Tools: Training Templates
- Output: Training Program
2. Pilot operation
- Case: A pilot program for a financial enterprise
- Tools: Pilot Template
- Output: Pilot Report
3. Optimization Iteration
- Case: An Internet company optimizes
- Tools: Optimize templates
- Output: Optimization Solution
3. Toolkit
- Inventory Tool
1. Evaluation Tool
- Case: Gallup Q12/Northen Review
- Tools: Evaluation System
- Output: Evaluation Report
2. Analysis tools
- Case: SPSS/Excel data analysis
- Tools: Analytical Software
- Output: Analysis Report
3. Visualization Tool
- Case: Tableau/PPT visualization
- Tools: Visualization Software
- Output: Visual Report
- Channel Tool
1. Design tools
- Case: Channel Design Templates/Visio
- Tools: Design software
- Output: Design plan
2. Evaluation Tool
- Case: Assessment Scale/Question Star
- Tools: Evaluation System
- Output: Evaluation Report
3. Management Tools
- Case: Channel Management System/Excel
- Tools: Management Software
- Output: Manage Reports
V. Typical enterprise cases
1. Science and Technology Industry Cases
- Huawei
1. Talent inventory
- Method: Ability Performance Potential 3D inventory
- Tools: Huawei Talent Nine-Gate Grid
- Effect: High potential talent retention rate increases by 50%
2. Channel design
- Mode: Management Technology Dual Channel
- Standard: Huawei Qualification System
- Effect: Technical talent loss rate decreased by 35%
1. Talent inventory
- Method: OKR 360 degree evaluation
- Tools: Google Talent Analysis
- Effect: Human efficiency is increased by 40%
2. Channel design
- Mode: Multi-channel Free conversion
- Standard: Capability Innovation Contribution
- Effect: Employee satisfaction reaches 92%
2. Manufacturing Cases
- Haier
1. Talent inventory
- Method: One-on-one combination of points
- Tools: Independent business evaluation
- Effect: Small and micro team efficiency increases by 30%
2. Channel design
- Model: Maker Partner Channel
- Standard: Market value creation
- Effect: 25 more internal entrepreneurial projects
- Toyota
1. Talent inventory
- Method: Lean talent inventory
- Tools: Skill Matrix Multi-Energy Assessment
- Effect: Production efficiency increased by 25%
2. Channel design
- Mode: Skill Level Management Channel
- Standard: TWI Training Certification
- Effect: Skill certification rate reaches 90%
3. Financial industry cases
- McKinsey
1. Talent inventory
- Method: Performance Potential Values
- Tools: McKinsey Talent Assessment
- Effect: Project success rate increased by 35%
2. Channel design
- Model: Consultant Expert Partner
- Standard: Case Customer Review
- Effect: Partner promotion cycle is shortened by 1 year
- China Merchants Bank
1. Talent inventory
- Method: Digital Talent Map
- Tools: China Merchants Bank Talent System
- Effect: Talent matching efficiency is improved by 45%
2. Channel design
- Model: Management Professional Composite Channel
- Standard: Ability Performance Qualification
- Effect: Professional talent retention rate reaches 85%
6. Challenges and Countermeasures
1. Talent inventory challenge
- Data quality issues
1. Performance: Data distortion/missing
2. Case: A state-owned enterprise's inventory of data is inaccurate
3. Countermeasures:
- Tools: Data Cleaning Algorithm
- Process: Data verification mechanism
- Output: Data quality report
- Subjective bias problem
1. Performance: Assess subjective/unfairness
2. Case: Evaluation deviation of a private enterprise leader
3. Countermeasures:
- Tools: Anonymous Assessment AI Assist
- Process: Multi-source evaluation mechanism
- Output: Deviation Correction Report
- Application implementation issues
1. Performance: Inadequate application of results
2. Case: A foreign company's inventory results are put away
3. Countermeasures:
- Tools: Application Tracking System
- Process: Responsibility system for results
- Output: Application Performance Report
2. Channel Design Challenges
- Channel barrier issues
1. Performance: Difficulty in channel conversion
2. Case: A bank management-professional conversion is difficult
3. Countermeasures:
- Tools: Transformation Evaluation Model
- Process: Regular conversion mechanism
- Output: Conversion success rate report
- Standard fuzzy problem
1. Performance: The promotion criteria are unclear
2. Case: A certain manufacturing industry is promoted based on feelings
3. Countermeasures:
- Tools: Standard Quantitative Model
- Process: Standard public disclosure mechanism
- Output: Standard definition report
- Employee cognitive issues
1. Performance: Employees do not understand the channel
2. Case: A certain Internet company has a low awareness of channel
3. Countermeasures:
- Tools: Channel Visualization Tool
- Process: Propaganda and Training Mechanism
- Output: Observational Survey Report
7. Future trends
1. Digital inventory
- AI prediction
1. Technology: Machine Learning Neural Networks
2. Case: AI talent forecast for a technology company
3. Tools: AI prediction model
4. Effect: The prediction accuracy rate reaches 85%
- Big Data Analysis
1. Technology: Big Data Data Mining
2. Case: Big Data Analysis of Talents in a Financial Enterprise
3. Tools: Big Data Platform
4. Effect: Analytical efficiency is improved by 60%
- Visual presentation
1. Technology: 3D visualization VR
2. Case: Virtual map of a car company's talents
3. Tools: VR visualization system
4. Effect: 50% improvement in decision-making efficiency
2. Intelligent channel
- Smart Recommendation
1. Technology: AI Recommended Algorithm
2. Case: Recommended by a foreign company's intelligent channel
3. Tools: Recommended System
4. Effect: Channel matching is increased by 70%
- Dynamic adjustment
1. Technology: Real-time data Adaptive algorithm
2. Case: Dynamic channel of an Internet company
3. Tools: Dynamically adjust the model
4. Effect: Channel adaptability is increased by 65%
- Virtual experience
1. Technology: Metauniverse VR
2. Case: Experience the virtual channel of a central enterprise
3. Tools: Metauniverse Channel System
4. Effect: Experience satisfaction reaches 90%
3. Ecological development
- Cross-border channel
1. Model: Interconnection between enterprises
2. Case: Cross-border channel of a certain industry alliance
3. Tools: Cross-border Channel Protocol
4. Effect: Talent flow efficiency is increased by 40%
- Social certification
1. Model: Industry unified certification
2. Case: Professional certification from a certain association
3. Tools: Social certification system
4. Effect: Certification and recognition increase by 55%
- Lifelong learning
1. Model: Channel Learning Ecology
2. Case: A lifelong learning channel of an education group
3. Tools: Learning Ecological Platform
4. Effect: Learning participation rate increases by 60%
8. Evaluation index system
1. Talent inventory indicators
- Process indicators
▶ Data integrity: Data integrity rate ≥95%
▶ Assessment coverage: Job coverage ≥90%
▶ Process compliance rate: Compliance rate ≥98%
- Results indicators
▶ Talent recognition accuracy: high latency recognition rate ≥80%
▶ Structural optimization rate: Structural optimization ≥30%
▶ Application conversion rate: The result is ≥75%
- Impact indicators
▶ Human efficiency improvement rate: increase ≥25%
▶ Improved retention rate: core talent retention rate increases by 15%
▶ Strategic matching degree: Match degree ≥85%
2. Channel design indicators
- Process indicators
▶ Demand matching degree: Demand satisfaction ≥90%
▶ Standard clarity: Employee understanding ≥85%
▶ Process compliance rate: Compliance rate ≥98%
- Results indicators
▶ Channel usage rate: Employee usage ≥70%
▶ Promotion fairness: Fair perception ≥80%
▶ Conversion success rate: Conversion success ≥65%
- Impact indicators
▶ Engagement enhancement: ≥20%
▶ Resignation rate declines: core talents drop by 12%
▶ Capacity improvement rate: Target capability increases by 25%
3. Comprehensive performance indicators
- Organizational indicators
▶ Talent supply chain efficiency: response speed ≤15 days
▶ Talent investment return: ROI ≥ 1:8
▶ Organizational health: Health index ≥80 points
- Team Metrics
▶ Team competency matching degree: Match ≥85%
▶ Cross-channel collaboration rate: collaboration ≥60%
▶ The proportion of learning teams: ≥70%
- Personal indicators
▶ Career satisfaction: Satisfaction ≥85%
▶ Ability growth rate: Growth ≥1.5/year
▶ Career goal achievement rate: ≥75%
9. Implementation template library
1. Talent inventory template
- Solution template
▶ Annual Talent Inventory Plan Template
▶ Special talent inventory plan template
▶ Digital talent inventory plan template
- Tool templates
▶ Talent inventory assessment questionnaire template
▶ Nine Grid Analysis Template
▶ Capability Assessment Radar Diagram Template
- Report template
▶ Talent inventory analysis report template
▶ High-potential talent report template
▶ Talent Structure Optimization Report Template
2. Channel design template
- Solution template
▶ Career Development Channel Design Plan Template
▶ Dual-channel design template
▶ Professional channel design template
- Tool templates
▶ Channel level design template
▶ Ability standard design template
▶ Promotion process design template
- Report template
▶ Channel Design Evaluation Report Template
▶ Channel operation analysis report template
▶ Channel optimization suggestions report template
3. Comprehensive application template
- Integration templates
▶ Talent inventory and channel design integration plan
▶ Inventory Results Application Template
▶ Channel authentication and inventory integration template
- Tool templates
▶ Talent-channel matching matrix template
▶ Development plan formulation template
▶ Inventory-channel linkage analysis template
- Report template
▶ Overall Talent Development Report Template
▶ Channel performance evaluation report template
▶ Talent Strategic Planning Report Template