Talent Management strategy
Talent strategy should create a clear line between organisational priorities, workforce evidence and the capability decisions leaders need to make.
Start at the beginning
Developing a talent management strategy requires a realistic understanding of what you have now – and where your business is going.
We’ll share with you tools and techniques to get this understanding quickly.
The here and now
We’ll make use of a range of approaches: exploration sessions, strategy days, talent audits, questionnaires, and meetings with stakeholders.
All of these will help to gather opinions on the organisation’s talent.
The vision
Articulating the talent vision is a skill and an art. For some this is an easy task, for others, very difficult.
We know how to help you do this, so you end up with a talent vision aligned with your business vision.
Bridging the gap
We’ll look at the distance between the current and the future talent needs.
We’ll share tools to consider blind spots, barriers and blockages and work out how to address these. The implications are discussed, action plans written and the talent management strategy created.
Transferring knowledge
A central tenet of the way we work is developing our clients’ capabilities.
We are not about creating a dependency on us as consultants. We look to share and transfer our knowledge so you can develop, shape, and implement your strategy and are not left high and dry.
A practical and pragmatic talent management strategy
We help you to create a talent management strategy that will sit alongside your business strategy and act as a practical guide to your talent plans.
The strategy will inform your hiring, development, progression and promotion activities.
Developing a talent management strategy:
- Connects talent activity to the strategic goals of the organisation
- Turns everyday workforce activity into intelligence that informs planning decisions
- Creates the evidence base that boards, inspections and national frameworks increasingly require
- Engages senior leaders in understanding workforce risk, readiness and capability gaps
- Builds a common capability language so development expectations are clear and consistent across the organisation
- Encourages individual ownership of development
- Identifies high-potential individuals and supports future capability planning
Frequently Asked
Questions
A talent management strategy sets the intention. A workforce intelligence platform provides the infrastructure to deliver it.
Without connected data, even the best-designed strategy relies on fragmented evidence and periodic reviews to understand whether it’s working. A workforce intelligence platform changes that – bringing together the workforce signals generated through everyday activity into a real-time view that tells HR and business leaders where the strategy is landing and where it isn’t.
The best workforce intelligence platforms don’t just report on what has happened. They surface the signals that show where the organisation is heading — giving HR the lead time to act before problems become harder to address.
It requires integrated talent processes and a shared understanding of the skills and behaviours needed. It is supported by a configurable talent management platform that can adapt as needs change.
Talent strategy outlines the talent actions needed to achieve the business vision: development; performance management; skills ownership; and career planning – and includes progress-tracking metrics.
Employees understand their goals and contribution, seek out feedback, map out career moves, own their development and monitor success. They engage with the organisation, embracing change and growth.