Build an Inclusive and Integrated Talent Management Strategy

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

Onsite Workshop

Immature or non-existent talent management strategy can cause:

  • Inefficient programs
  • Increased bureaucracy with limited to no benefit
  • Inability to achieve forecasted financial growth
  • Reduction in overall organizational competitiveness
  • Disconnected talent management initiatives that cause duplicate work and are not aligned to promote the same goals
  • Inability to deal with looming skills gaps

A formalized talent management strategy process results in:

  • Increased efficiency, stemming from a strong foundation in competencies, allowing every area of HR to speak a common language
  • Increased competitiveness in the marketplace using talent as a key differentiator
  • Increased engagement stemming from an inclusive approach
  • Increased agility because of a robust structure that covers the entire employee lifecycle
  • More value provided from further alignment of HR with the rest of the organization, allowing better leveraging of employees in the organization

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:
1.1 Talent goals cascade
  • Identify initiatives that will support the skill sets necessary to fulfill organizational programs, goals, and objectives
1.2 Identify talent management overarching goals and principles
  • A list of key goals and principles to guide the talent management strategic planning process
1.3 Conduct a gap analysis
  • A list of tactics that HR needs to undertake to improve its maturity
1.4 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
1.5 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:
2.1 Identify interdependencies and determine support required
  • A list of interdependencies and how you will address them
2.2 Identify project metrics and timelines
  • A list of metrics and timelines to be associated with your initiatives
2.3 Finalize communication plan for stakeholder buy-in
  • A plan to gain buy-in from stakeholders
2.4 Develop your plan and execute strategy
  • A plan to execute your strategy

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Onsite 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 road map in place to complete your project successfully.

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VL Methodology