- Organizations often struggle to make the most of a talent management framework despite its clear benefits.
- Organizations often rush to implement a full portfolio of talent management programs without reflecting on which ones are really needed to support their organizational objectives.
- Beyond this, talent management programs regularly exist in silos, resulting in an inefficient use of resources, duplication of effort, and a limited ability to strategically leverage talent.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Talent management requires an integrated approach that prevents siloed practices and delivers on key talent and organizational objectives.
Impact and Result
- Develop an integrated talent management (TM) framework, also known as a talent management model, that purposefully selects and aligns TM programs (i.e. competency framework, performance management, high-potential, succession planning, career pathing, job rotations) to the needs of the organization.
- Reduce inefficient silos by identifying intentional connections between TM programs and peripheral HR programs and processes (e.g. learning & development, talent acquisition, total rewards).