Integrated talent strategies
- Attracting, developing and retaining talent for the most critical roles in the company
- Growing competition and changing talent expectations
- Combining business and people priorities, with the talent experience at the centre
- Assessing and understanding the people and skills we have now and preparing for what we will need in the future
- Upskilling and reskilling the workforce to address significant business challenges
- Rethinking how to prioritise talent related to automation, AI and other digital forces
- Understanding what different employee populations expect from us
Craft a future-focused talent strategy
Today’s organisations face unprecedented pressure to reskill and redeploy talent to stay competitive. A more diverse demographic profile, digital ways of working and shifting expectations are reshaping the future of work. These forces demand a rethink of how organisations prepare to attract, develop and retain talent for the most critical roles needed now and in the future. The right talent creates innovative cultures within a company and thus can attract more of the best talent.
An effective talent management strategy helps to:
- Transform the organisation and work design into a simpler, more agile structure, moving away from a traditional multilayered organisation
- Identify the levers needed to address and solve people-centred challenges
- Align innovative technology and skills to transform the workplace
- Balance the strategic business and workforce strategies with operational implementation
Future-proof your organisation by closing the readiness gap and addressing the people impact
Create an impactful talent strategy
With an ever-evolving operational environment posing new challenges in redefining work, flexible arrangements and emerging to a post-pandemic world, organisations — now, more than ever — need to reset their talent priorities with a refreshed strategy.
These five key questions are crucial to consider during a talent management strategy refresh:
- What is the best framework for activating our organisation’s business strategy through the lens of human capital?
- How is our organisation’s talent distributed across critical demographics, and what is the projection for the future?
- What external talent forces need to be considered as we think about their impact on our workforce?
- What is our view on how work will be redefined to deliver responsibilities within increasingly agile frameworks?
- How do we ensure diversity, equity and inclusion are woven into our end-to-end value proposition?
Talent strategies prioritise future workforce needs
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Business impactincludes the internal and external factors that shape an organisation and its people and capability needs. Excellent talent management tangibly supports business objectives and strategies.
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People impactconcerns user/target group needs and preferences. Excellent talent management delivers on employee expectations, which is also measurable through engagement and performance.
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Talent experienceaggregates the experiences of everyone in an organisation. It concerns talent management touchpoints and processes within a talent framework that caters to the interests of both the business and the people.
Bringing the talent management framework to life
Strategy and purpose
- Tangible value for the business
- Holistic workforce planning and derivation of priorities and measures
- Focus on critical target groups
- Future-oriented decisions
Services and processes
- Talent strategy as basis for target-group offerings and services
- Engaging platforms and formats
- Connected talent services along the employee lifecycle
- Smart integration of technology
Organisation and roles
- Talent management roles based on business and people needs
- Clear and purposeful distribution of responsibilities and tasks
- Sensible interaction and connections
- Active involvement of the business
Culture and leadership
- Inclusive communication, dialogue and enablement
- Transparent communication on opportunities and expectations
- Aligned leadership mindset
- Empowerment of employees