Traditional views of talent management have one thing in common: they relegate it to the domain of human resources and organisation development (OD) practitioners.
CEOs may well acknowledge the importance of talent, but many still see it less in terms of strategy and more in terms of tactics and role filling.
We believe it is essential to hardwire strategic talent management into business planning processes. To take it beyond human resources and place it under the direct leadership of the CEO and the senior team. This does not detract from human resourcess vital role in shaping talent solutions, but today’s environment demands a redrafting of management models – talent management among them.
Our 5 Steps to Strategic Talent Management approach aligns talent and change programmes directly to organisational goals. How we do this not only improves performance but creates a virtuous circle of capability, commitment and contribution from employees.
