Talent Management
Your people are what gives your organisation its competitive advantage. How do you attract and retain high-worth employees?
Talent management includes HR processes that are designed to attract, develop, engage and retain productive, high-worth employees. The aim of talent management is to create a high-performing and sustainable organisation that meets its strategic objectives.
Our approach to talent management includes consideration of a wide range HR processes, including:
The organisations brand
Onboarding
Workforce planning
Strategic plan/goal alignment
Recruitment
Engagement
Selection
Professional development
Succession Planning.
If your top performing employees left, how would your organisation fare?
Do you know who your top performing employees are? What are you doing to retain and develop your top performing employees?
Before jumping in to creating a succession plan, you should consider:
What is the objective of succession planning/talent development in your organisation?
Which are the critical roles that require a succession plan?
How does your organisation define high potential?
How will you identify high potential employees?
What are the expected outcomes of talent development initiatives?
How will you know if your talent development initiatives have been successful? (establish pre and post-programme measures)
How regularly are the critical roles in your organisation vacated each year? (this will determine the number of employees required in your talent pool)
Exit interviews: Exit interviewing is an important part of succession planning. Develop an understanding of who is leaving – if it’s your talented employees that are leaving, you’ll need to understand why and be prepared to make changes accordingly.
High potential development: Rather than taking a one size fits all approach to high potential development, identify the development needs of each individual.
By taking a collaborative approach to development planning, you can monitor progress and take advantage of coaching moments. Regular development planning discussions should act as a catalyst for self-directed development.
Difficult Conversations.
The ability to communicate effectively and have difficult conversations is often the difference between model leadership and mediocrity.
When it comes to difficult conversations some people pussyfoot around the issue and fail to get the message across effectively, while others are so direct they are perceived as insensitive brutes.
Through one-on-one coaching or customised in-house workshops, you’ll have the opportunity to develop an awareness of your communication style, learn different communication techniques, and trial them in a safe environment.