Talent Management for Success

“I need to recruit better, manage performance better, and develop our people better. How can I cultivate the talent within my organization to ensure we have the best workforce for our needs? ”

The problem: Talent is not managed effectively at most organizations.

People are the most important asset of a knowledge worker organization. Yet many companies find themselves without a structured capability in place to find, retain, and manage the people that are critical to their own success.

The solution: Talent Management for Success ensures that you are getting the most from your human capital.

Implementing a world-class talent management capability requires the introduction of best practices and procedures, and, if required, the implementation of a technology solution. Maintaining a high quality workforce is not just about recruiting the right people, but managing them on an ongoing basis to bring out the best in your resources, and transition poor performers out.

Talent Management for Success begins with a deep process and cultural review to understand your organization and its workforce. This review will identify the strengths and weaknesses of your existing talent management capability with a clear focus on areas for improvement.

Effective recruiting is a key component of your talent management capability. The effects of recruiting efforts are felt across an organization – so the entire recruiting life cycle should be viewed within the context of the organization as a whole, with input and buy-in from every department. This requires assessing and articulating overall business needs, and developing and prioritizing selection criteria accordingly. Recruiting procedures then need to be designed; from posting job openings, to responding to applicants, to hiring and acclimating new employees.

Knowledge workers are highly skilled individuals that require more from their employer than just a pay check. They are always looking to enhance their skills and capabilities and generally expect that a formal career development process is an “unwritten” part of their employment contract. The career development best practices contained within our Talent Management for Success offering will assist you in designing an optimum career development and succession planning model for your organization.

The performance of workers within a knowledge worker organization needs to be assessed on a regular basis to maintain performance. It is also important to assess the performance of contractors who often make up a large part of the workforce. Since your workforce is a key differentiator, the processes and criteria you use to manage performance should be highly specialized. If this is the case, then a custom-developed performance management solution will probably be needed to maintain that differentiation.

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