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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.

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. 

Build an Inclusive and Integrated Talent Management Strategy

1. Make the case

Understand the value and impact of implementing a talent management strategy.

2. Conduct a needs assessment

Identify desired and current state to determine how far HR needs to go.

3. Prioritize initiatives and align current programs

Know what initiatives will provide the most value and align new and current programs to minimize disruption during implementation.

4. Identify interdependencies and build a proactive strategy

Discover potential overlap in programs or issues that might hinder a new initiative in order to finalize strategy development and gain buy-in.

5. Execute and maintain the strategy

Execute the strategy with organizational culture in mind, and maintain and update the strategy as needed based on stakeholder feedback, market conditions, or organizational goal changes.

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 onsite 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.




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.




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.

Empower your people with talent management programs and engage and develop all employees.

Need Extra Help?
Try Our Guided Implementations

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


  • 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

Search Code: 76254
Published: October 21, 2014
Last Revised: February 17, 2015