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Strategic talent management is the process
of aligning business goals and strategies with human capital
needs to provide the organization with highly qualified people
- not just today, but tomorrow, next year and five years from
now. It sounds so simple.
At Caliber, we know that to be effective, the strategic management
of an organization's talent requires a comprehensive, targeted
and integrated approach. It includes mechanisms to identify
requirements - such as workforce planning - and it must be closely
integrated with other elements, such as targeted recruitment
and retention strategies, performance management and, most importantly,
development initiatives.
Our approach to managing and developing an organization's talent
begins with supporting the organization to really understand
its needs. Then, we work with you to develop the systems, processes
and practices that ensure the organization strengthens its talent
and builds a culture focused on securing succession.
Our clients greatly value the depth and breadth of our expertise
in organizational development when we support them with their
talent initiatives. Unlike other firms, we build fully integrated,
practical solutions for talent and succession management that
truly fit with your organization's culture, capabilities and
requirements; not stand alone, off-the-shelf solutions.
Our areas of expertise include the design, implementation
and facilitation of:
- Succession Management Systems and Processes -
targeting high potential employees and the development
of dynamic candidate pools to support succession requirements;
includes facilitation of succession meetings as well as
development of candidate identification tools, and the
assessment and development of succession candidates.
- Career Development and Management Programs -
processes aimed at defining career progressions and supporting
self-managed development towards career goals.
- Recruitment & Selection Systems - systems
and practices to ensure the placement of the right person
in the right role including process development, selection
criteria, definition for roles, development of interview
guides, training of interviewers, preparation of resources
and audit of practices.
- Retention Practices - programs aimed at increasing
retention and lowering turnover rates for specific positions
or throughout the organization.
- Organization Structure - definition of roles
and reporting relationships that best support the organization
to deliver on its priorities as well as to facilitate
performance in the role and longer term development of
succession candidates.
- Candidate Assessments & Comparisons - administration
of assessments and the objective interpretation of results
to support the selection of candidates for key roles.
- Team / Organizational Analysis and Restructuring
- approaches relating to assisting organizations with
assessing the 'fit' of current structures and / or
incumbents, and then supporting re-design of the structures
as well as providing communication, coaching and development
services to transition to the new structure effectively.
Contact us at 604.980.9413 to
discover how we can make these challenging business priorities,
simple for you.
For more information on related areas, see Leadership
Development and Performance
Management. |
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