Build an Inclusive and Integrated Talent Management Strategy
Empower your people with talent management programs and engage and develop all employees.
- Talent management is ranked as the least effective of all HR functions in McLean & Company’s 2015 HR Trends and Priorities survey, and HR leaders are being tasked with solving this issue.
- Talent management is a practice that must be quickly and effectively handled for organizations to keep up with the ever changing work environment, leading to a time crunch challenge that HR will have to reconcile.
- Simply enacting talent management programs without a strategy causes further inefficiencies and pains in the organization.
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
- Without a properly developed talent management strategy, HR creates ineffective programs and unnecessary administration – not talent.
- Building an inclusive strategy that addresses talent across all levels of the organization, as well as key roles, ensures that the strategy will build employee engagement across the organization and address looming skill gaps.
- Competencies are the foundation of talent management, and should be incorporated throughout the strategy to ensure there is a common language across talent management process that will support the achievement of strategic initiatives.
Impact and Result
- Maximize the success of your talent management strategy by applying a rigorous analysis to the creation process.
- Orient your talent development solely toward organizational goals by crafting a comprehensive competency framework and applying it to talent assessment, workforce planning, and succession planning.
- Ensure agility in your plan during strategic maintenance by checking data for trends and conferencing with stakeholders regularly, resulting in a plan that remains aligned with organizational needs.
Workshop: Build an Inclusive and Integrated Talent Management Strategy
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Design Your Talent Management Strategy
The Purpose
- Identify how talent management can help support the goals of the organization by supporting organizational programs.
- Identify what the HR department needs to do in order to increase its maturity and ability to help achieve organizational goals.
- Note the tactics and initiatives that are of the highest value and should be done first.
- Identify how current programs fit into the new strategy.
Key Benefits Achieved
- Specific talent management action items that HR can undertake that will directly help to achieve organizational objectives.
- Knowledge of how current programs can be adjusted to help achieve new goals and fit within the new strategic framework.
Activities
Outputs
Talent goals cascade
- Identify initiatives that will support the skill sets necessary to fulfill organizational programs, goals, and objectives
Identify talent management overarching goals and principles
- A list of key goals and principles to guide the talent management strategic planning process
Conduct a gap analysis
- A list of tactics that HR needs to undertake to improve its maturity
Prioritize your tactics and initiatives
- A list of initiatives ranked in order of what will provide the most value to the organization in terms of helping reach organizational goals and objectives
Conduct a current project inventory
- Identify how all current programs fit into the new strategy and adjust as necessary
Module 2: Develop, Execute, and Maintain Your Strategy
The Purpose
- Identify interdependencies.
- Align current and new programs to organizational goals.
- Gain stakeholder buy-in.
- Execute and maintain the strategy.
Key Benefits Achieved
- A comprehensive and inclusive talent management strategy.
- A plan for buy-in, execution, and maintenance.
Activities
Outputs
Identify interdependencies and determine support required
- A list of interdependencies and how you will address them
Identify project metrics and timelines
- A list of metrics and timelines to be associated with your initiatives
Finalize communication plan for stakeholder buy-in
- A plan to gain buy-in from stakeholders
Develop your plan and execute strategy
- A plan to execute your strategy
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 2-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Design your talent management strategy
- Call 1: Needs assessment
- Call 2: Prioritization and alignment
- Call 3: Next steps
Guided Implementation 2: Develop, execute, and maintain your strategy
- Call 1: Interdependencies and development
- Call 2: Execute and maintain
Contributors
- Bob York; Executive Director of Career Adventures, Maverik County Stores
- Carol Anderson; Principal, Anderson Performance Partners
- Cord Himelstein; VP of Marketing and Communication, Michael C. Fina
- Crystal Spraggins, HR Consultant and Freelance Writer, The HR BlogVOCATE
- Dan Carusi; VP and Chief Learning Officer, Deltek
- Deepa MacPherson; Sr. Director of HR, Stratford Schools
- Gail Levin; Talent Acquisition Manager, McRoberts Protective Agency
- Jackie Meagher; VP of HR, Info-Tech Research Group
- Jayson Saba; VP Market Strategy, Ceridian
- Linda Haft; Director of HR and Administration, Magnolia River
- Marianne Stemm; HR Director, LifeDesigns Inc.
- Roger Wall; Chief Marketing Officer, The Judgment Index
- Steve Gifford; Director of HR, OEM America
- Two other confidential contributors