Our HR and talent strategy design process produces a fully developed strategy and plan for execution. Most importantly, that strategy focuses on delivering the most consequential people outcomes to your organization. The result is a 3-year plan that describes what will be accomplished, how it will be executed, what resources will be required, the metrics that will assess success and how you’ll ensure that the strategy outcomes are delivered.
Our intensive two-day process brings your team and our team together for a tightly facilitated discussion about priorities, tactics, resources and more. The result is a draft HR or talent strategy that is shared with the business for input, then finalized. This process radically shortens the time required to produce a focused strategic plan for your function.
We can also create your strategy through a more intensive process that includes a business strategy review, listening within the business, assessment of HR practices and budget and other steps to help guide our creation of your HR strategy. This approach is ideal when you prefer a fully objective and independent HR strategy creation process or cannot dedicate staff time to participate.
It’s surprising that so many organizations – even the larger and more sophisticated ones – still lack a well-designed talent strategy. By well designed, we mean a strategy that tightly flows from the business strategy, is clear about the talent team’s three or four big promises/deliverables, spans at least three years, and is specific enough to explain the activities and investment needed. Here how to do that.
Executive Summary Our 2024 High Performer and High Potential Development report offers a glimmer of hope but largely shows weak investment in those who contribute tremendous value. Our report presents both facts and analysis from the survey along with commentary and advice based on our consulting and practitioner experience. Key Findings Some slightly good news, […]
It’s the first morning of your new job. You’re excited because you’ve been selected to have coffee with the CEO to ask questions about the company. She has a reputation as being straightforward and a bit impatient, so you’ve thoroughly prepared for this conversation. The barista hands you and the CEO your coffees and you […]
We celebrate the progress that companies have made in talent management over the last 15 years. CEOs and Boards now better understand the value of high quality talent. CHROs have built-out talent practices and the talent-building capabilities of their HR team. Yet despite that progress, even the most progressive organizations aren’t seeing the talent management […]