Let's rethink Talent Management together!
Find a way to enable everybody to develop their full potential instead of the “goldfish bowl”.
When you look at the history of Talent Management, you see that a structural Talent Management based on succession planning and the targeted development of an elite circle of employees has been there from the start. However, today we need to look at Talent Management from different angles focusing on increasing the impact on the performance of the organization today and in the future.
Our framework summarizes the key elements of future Talent Management:
We support you and your Talent Management of the future by offering a wide range of products.
Our approach to creating or improving Talent Management is iterative. Different building blocks help our clients to create a more impactful Talent Management and to prepare for current and future needs.
HR Strategy and Organization
What people priorities and directions of impact arise from the needs of the organization and business? And what is the best HR-strategy and design of the HR organization to deliver on these needs?
Talent Management Review and Readiness Assessment
What is the maturity level of our Talent Management, and where as an organization do we need to take action?
How should we design the talent strategy and what is the business case to sell it?
Development and Delivery of Talent Management Practices and Instruments
- Talent acquisition, sourcing and attraction
- Talent identification and assessment
- Talent pools, internal mobility and placement
- Talent development
Diversity and Inclusion
How can we design and implement Diversity and Inclusion and get the best impact for the business?
Digitalization of HR and Talent Management
How do we digitalize our portfolio and what is the best way to implement new IT solutions?
People and Talent Analytics
How can we use analytics to manage our portfolio efficiently and to best serve the customers’ needs?
Agile and Customer-orientation in Talent Management and HR
How can we drive the agile transformation of the organization and implement new ways of working as well as customer-orientation in HR?
Integration of People Processes
How and to what degree do we want to integrate our key people processes (Talent Management, Performance Management, Learning, Leadership Development etc.)?