TPM Curriculum

October 16, 2017

Talent Pipeline Management started in 2014 as an effort to mobilize the business community to close the skills gap by applying lessons learned from supply chain management to its education and workforce partnerships. The idea is that if employers play an expanded leadership role as “end-customers” of a talent supply chain, they will be more effective at organizing performance-driven partnerships with responsive preferred education and workforce training providers.

Building on lessons learned, the U.S. Chamber of Commerce Foundation has organized a TPM Academy that is focused on developing the capacity of business organizations seeking to organize employer members and orchestrate talent supply chains. The TPM Academy is supported by a curriculum and related software tools that will give staff inside these organizations the knowledge, skills, and ability to implement talent supply chain solutions on behalf of their employer members. 

This curriculum was released in October of 2017 and contains an introduction, plus six major sections and an appendix, all of which can be viewed and downloaded here. 

This brief introduction is designed to familiarize you with some of the basics of the Talent Pipeline Management (TPM) initiative and to orient you toward the design of the curriculum that you are about to explore. 

Download the Introduction

Strategy 1: Plan and Implement an Employer Collaborative

Talent Pipeline Management (TPM) is an employer-led approach that organizes the business community into employer collaboratives to address its most critical workforce needs.

Download Strategy 1

Strategy 2: Engage in Demand Planning

Demand Planning is a process to project future openings for its most critical jobs. This is a necessary first step to ensure a collaborative has actionable data that will allow it to create value for employer members through talent supply chain solutions. 

Download Strategy 2

 

Strategy 3: Communicate Competency and Credentialing Requirements

 

Now we need to turn to the final piece of information—quality—by addressing the competency, credentialing, and other hiring requirements for these jobs. 

Download Strategy 3

Strategy 4: Analyze Talent Flows

Where have employers traditionally found talent, and do they have the necessary flows of talent from those partners to meet our projected demand? What is the potential capacity of this pipeline to maintain and increase these flows now and into the future? 

Download Strategy 4

Strategy 5: Build Talent Supply Chains

This strategy addresses how to establish performance measures to build talent supply chains and utilize and incentives to manage them. 

Download Strategy 5

Strategy 6: Continuous Improvement

TPM encourages employer collaboratives to manage their talent pipelines through a process of TPM continuous improvement in cooperation with their talent-provider partners. 

Download Strategy 6

Download the Appendix

 

 

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