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The TPM Academy custom curriculum is comprised of six chapters, one for each TPM strategy, together serving as a handbook for implementing TPM. The accompanying web tools bring the curriculum to life and support business organizations leading these efforts.

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Key Terms and Definitions

TPM Orientation Overview

The Talent Pipeline Management Strategies

STRATEGY 1

Organize for Employer Leadership and Collaboration

Create a collaborative that organizes employers to identify the most promising opportunities for engagement around similar workforce needs.

Strategy 1 Overview

STRATEGY 1

STRATEGY 2

Project Critical Job Demand

Develop projections for job openings to determine with accuracy the type of talent and how much of it employers need.

Strategy 2 Overview

STRATEGY 2

STRATEGY 3

Align and Communicate Job Requirements

Create a shared language to better communicate competency, credentialing, and other hiring requirements of critical jobs in ways that allow employers to signal similarities and differences.

Strategy 3 Overview

STRATEGY 3

STRATEGY 4

Analyze Talent Supply

Identify where employers historically source their most qualified talent and analyze the capacity of those sources—as well as untapped talent sources—to meet projected demand.

Strategy 4 Overview

STRATEGY 4

STRATEGY 5

Build Talent Supply Chains

Build and manage the performance of talent supply chains to create a positive return on investment for all partners.

Strategy 5 Overview

STRATEGY 5

STRATEGY 6

Engage in Continuous Improvement and Resiliency Planning

Use data from your talent supply chain to identify the most promising improvement opportunities to generate a better return on investment in the future.

Strategy 6 Overview

STRATEGY 6