Talent Management strategy
Create a Talent Management strategy and connect your talent activities, utilise the same language and align with your organisational strategy.
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 in 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 blindspots, 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 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 your talent activities to the goals of the organisation
- Engages senior leaders and leaders in talent conversations
- Demonstrates a commitment to core competencies and values
- Encourages individual ownership of development and career progression
- Joins up disparate talent activities
- Identifies high potential and informs succession planning
- Maximises the impact of L&D on the business
Frequently Asked
Questions
Look for configurability and flexibility to adapt to changing talent needs. Ensure easy reporting and analytical capability. Check for strong support, data security and service availability.
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.