Most companies help grow the competencies of their employees through a mish-mash of randomly developed activities
- Most have performance appraisals.
- Some have leadership development.
- Still others might think about filling key positions through some planful way.
- Few have job hiring practices that are much more than a beauty contest.
- Rarely do you see companies who know what are their “mission critical” jobs and have identified the best players for those roles.
Case Study
The CEO of a financial planning firm wanted to develop a succession planning strategy that would allow him to begin to transition the firm to new owners over a 5 year period. Reviewing the assets of his team, we identified the strongest members who could make the best contributions towards the growth of the company along with ensuring the continuation of the organization.
Leading companies, large and small know that having a plan for strengthening your people team is the bottom line for success. Our talent management system aligns with the Human Capital Institute’s model and provides a comprehensive approach toward improving how you use your people most effectively.
Strategy-Based Talent Management
Case Study
A new Business Unit Leader reported that his business group was in some disarray since their previous boss resigned following several years of poor performance. We conducted a comprehensive talent assessment to help him determine his strongest leaders and to ensure that he had the right people in the right positions. Following the assessment, he determined that a shift of roles and responsibilities to moving his best people to mission critical roles. Within 12 months, his division had improved their performance by 35% over the previous year.
What We Do
- Align your need for people and their talent with the other strategic goals of the organization.
- Conduct a talent assessment: Who can do what in your workplace? What are the skills and competencies of your leadership team members?
- Run a workplace cultural scan to determine the strengths and challenges that are a part of the fabric of your company.
- Competency model your organization to see what roles need to be filled with what skills.
- Review your hiring practices and implement a system that creates a systematic and organized approach to hiring.
- What are the workforce requirements for your company 3,5 or 7 years down the road. Planning now will insure success for the company.
- Workforce engagement is critical to getting the job done. We can help you evaluate engagement and improve the number of engaged employees.
- Having leaders develop not only builds your current team but also insures that new leaders will be in place when openings for those positions come available
Case Study
A large non-profit organization recognized that they needed to comprehensively evaluate their organizational talent. The senior leadership who had been in place for over 20 years were ready for retirement and their HR department had primarily been transactional in nature completing forms and documents rather than develop a strategic role within the organization’s growth.. As part of the talent process, a team of senior executives evaluated all organizational leaders while the CEO and Board members reviewed the most senior leaders. Strengths and assets were identified and the company was able to put a comprehensive talent management plan in place that realigned departments and functions that used the best resources of all staff.
Strategy-based talent management means that your company adds a key element to the mix when it comes to addressing how to use your people most effectively. Remember that you only “rent your workers” and helping them and you achieve goals insures that your organization has the greatest potential for success.