First we work with you to measure and determine an objective organizational baseline of your current talent management practices.
From there we have a variety of customized solutions based on the unique needs of your organization.
Talent Practices Assessment
Using our Talent Cultural Index (TCI) we can work with you to benchmark the effectiveness of your talent management practices.
The results provide a clear benchmark of the strengths and gaps of the four “talent engines” that drive your culture and operating success, your succession planning processes and your high-potential identification and development.
Talent Strategy Development
Based on the assessment of your talent management practices, we can work with you to conduct a gap analysis, and develop a focused talent strategy tied to the strategic objectives of your organization.
We can also work with you to design, redesign or tweak your talent management practices based on the assessment results.
Critical Positions & Succession Bench
All positions matter, however a critical few positions have the biggest impact on the success of your organization.
We believe this is where you should focus your talent management efforts. Simply put, we believe you need your “A” players in your “A” positions.
We can work with you to quickly identify your critical positions, and gain alignment with your senior leaders on the strategic importance of these positions.
We can then work with you and your senior leaders to analyze your succession depth against these critical positions.
Development Planning For High Potentials
The identification of critical positions and your top talent is just the beginning.
The most important step is the creation, and actioning, of long-term career development plans for your top talents and critical position successors.
For these development plans to be meaningful they need to stick, with regular measured progress against these plans throughout the year, not just at year-end.
We can help you develop long-term development plans for your top talent along with a scorecard to track progress throughout the year.
Many organizations have an Individual Development Plan (IDP) as part of their performance management practices
Many times there is an inconsistency in the quality of the plans because employees do not have a holistic view of their organization, the types of career options available to them and how they can plan their longer-term career development to get there.
We can work with you to develop a customized Career Path and planning tools for your employees that outlines the different job families, and the positions within each job family to support their development planning efforts.
The HR Soul Talent Management Difference