Talent Management |
Talent Management
 Talent management — ideally and in real life
In an ideal organization:
- People are cut out for the position they occupy, with their strengths fitting right in with the position requirements.
- People who are trained and promoted are those same people most needed and most valuable for the organization.
- The company management has a clear view and an advance plan of succession within the company.
In real life:
- Strong employees do not always find use for their talents and leave the company before it can get any significant benefits from their capabilities.
- Weak employees hold positions of responsibility, and the company lacks leverage or candidates to replace them.
- Organization invests into training and developing «wrong» people, spending more resources and getting less result.
How do you bridge the gap between the ideal and the real?
The need to overcome the existing situation and get closer to the ideal becomes pressing when:
- The company aggressively fights for the market and pursues a policy of intensive growth, opening new production facilities, new branches and new points of sale and distribution.
- The company plans a large-scale event, such as launching a big project, marketing a new product, adding a new line, or changing direction.
- There is a need to fill new (or recently vacant) managerial positions, but the workforce market cannot offer enough candidates with desirable qualifications.
- There is a medium or long-term deficit of highly specialized workforce.
- The company's staffing potential is generally lower than their competitors'.
Our strategy
Over the years, as we have been working with companies of various size and various level, we developed a strategy that helps place people correctly and adequately manage all subsequent moves.
How we do it:
- Working together with the client, we decide on a concept of HR management, whether it is based on succession reserves or talent management ideology, whether the company chooses «closed» or «open» succession reserves policy.
- We identify the goals, develop success profiles, and do career growth planning.
- We conduct personnel assessment, identify employees with a high potential, and help create succession reserves, i.e. a talent pool.
- We design a system of talent development.
- We develop and help implement the system of promoting talented employees.
- We build a system of retaining talent that's been invested into by the company.
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