What does learning a living offer in Talent Management?
We take a strategic approach to Talent Management, starting by clarifying the most significant business challenges that the organisation will face in the coming years. We take this perspective and address the following questions:
| 1. |
What skills and capabilities will become more important? |
| 2. |
How good are we in these areas right now (by comparison with our competitors)? |
| 3. |
How will the business challenges change the requirements of staff at all levels of the organisation? |
| 4. |
Where do we anticipate significant skills shortages? |
| 5. |
What is the game plan for building the capability that we need for the future? What are the priorities? Where is the best place to start? |
| 6. |
To what extent do the existing HR processes support the talent requirements? |
We then support the organisation in the implementation of the game plan through the design and delivery of such activities as
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Assessment and Development Centres |
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Leadership Development |
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Culture Change |
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Career Development |
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Succession Management |
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Self-Development |
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HR Process Reviews (e.g. recruitment, performance management) |
"Jane's expertise in succession planning and senior development has been invaluable in helping us identify what development is required for our senior executives to ensure we meet our ambitious growth plans and in ensuring we develop key people for the future"
Dawn Moore
Head of Human Resources
Keepmoat Ltd |
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