Talent management
The changing demographics of the labour market, enduring skills shortages and employee demands for work-life balance have created a so-called 'war for talent'. Workforce diversity is now a key element in talent sourcing, identification and development. Successful organisations are having to look to improve their strategies, policies and practices for the attraction, development, deployment and retention of talent vital for their business needs. The ultimate aim is to understand the capabilities needed in their organisation and determine the actual or potential talents required of their employees.
To develop both policies and interventions to address this business critical issue, organisations can engage in programmes addressing:
- Succession planning
- Talent retention
- Talent identification
- Skills audits
- Leadership development
- Employee engagement
- Diversity of talent
- Fast tracking talent
- Corporate governance and talent management
Successful talent management must balance the needs of the individual with those of the organisation to survive current and anticipated strategic and operational challenges. We work as a catalyst to facilitate the crucial practical connections between organisational challenges and peoples talents and needs for development. Some interventions commonly used in our recent programmes are outlined below:
- Career management
- Coaching
- Skills audits
- Assessment centres
- Talent 'pools' / 'banks'
- Talent pipelines
- Exit interviews
- Redeployment
- Pay and benefits audits
- Psychometric profiling
- Staff surveys
- Managing stress
- 360° feedback
- Personal development plans
- Training and development
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