To achieve strategic goals and deliver transformation, Mercer is often asked to support a specific need in a functional area. These functions are most critical to the organization and essential to providing competitive advantage.
For instance, in the retail businesses, it is often the marketing and sales functions, financial services companies start with finance, and high-tech organizations often start with the technology function.
Doing business in an era focused on efficiency, cost effectiveness and preparing for an unknown future makes the requirements for excellence in internal functions far greater than ever before. Functions may be undergoing transformation due to changes in business models (for example, moving to a shared services model) or the need for new or different talent. Functional leaders often need to assess whether to buy or build (or rent) these capabilities — and whether to grow organically or through acquisitions.
Many HR leaders know that implementing a career framework can provide a platform to achieve HR transformation and deliver the necessary infrastructure to make business strategy more effective. Leading companies around the world understand this premise and act on it. For them, a career framework provides a valuable platform for the execution of their talent management model to accelerate current and future business success. When built well, a strategic career framework delivers many tangible benefits for the organization as well as for its managers and employees. Leap forward with a career framework and start building for that unknown future.