Talent Management

Achieve a Competitive Talent Advantage

People are at the heart of business success. For private sector organisations, employee actions directly influence the "intangible" but very real assets that often account for more than half of an organisation's value. In the public sector, intangible assets drive enhanced fiscal accountability, program effectiveness and customer-centred service.

These intangible assets - e.g., customer loyalty, capacity to innovate and change, brand image, intellectual capital, and leadership effectiveness - depend heavily on employee capabilities and commitment. They are of top concern to executives today as they strive to deliver greater and greater value to key stakeholders. And choosing to hire, develop, reward and retain top employees to achieve your organisational goals requires deliberate action planning - there is nothing passive about it.

Talent strategy

To achieve a true competitive advantage through your people, you first need a talent strategy that aligns with your organisational strategy and objectives. With our clear understanding of your organisational environment and challenges, we help you design a strategy that will effectively guide individual talent programs and decisions. This strategy will reduce the risk to your organisation's 'people portfolio', ensure that you have defined what is required to fill vacancies, minimise the threat presented by transition and help your people be ready for change and career progression.

Recruitment & selection

Attracting the right talent is the first part of any robust talent strategy. And getting the recruitment and selection systems set up correctly to support that is critical. Right from designing organisation-specific recruitment strategies and processes, to customising and defining the relevant best-fit selection tools, systems and methodologies, our consultants are geared to align your recruitment and selection strategy to ensure successful implementation of your overall talent strategy.

Assessment and development centre

Even the best human capital management strategies depend on being able to accurately measure talent capability and potential, and assess the degree of fit between the person, the role and the organisation. We customise methodologies and tools - behavioural interviews, role plays, simulations, analysis exercises, etc. - to best assess particular competencies in individuals and increase the predictability of their overall match for your organisation. We also use similar tools to help you identify and close developmental gaps in existing employees.

Succession management

Planning future leadership needs is a huge concern for today's senior leaders. To identify and close executive talent gaps, we help you to accurately predict leadership potential, improve the quality of your executive promotion decisions, and accelerate the performance of your senior leaders. By ensuring you have a strong supply of leaders today to meet tomorrow's challenges, you reduce the risk of executive failure.

Career development

Career development opportunities form an important part of your employee value proposition and significantly impact employee engagement. We design career development models and ladders around competencies, knowledge, motivation, performance, and career interests and aspirations. And at the individual level, we help you evaluate employee competencies in both their current roles and those for which they aspire or those for which they are being considered.

Coaching

Effective coaching significantly contributes to personal and professional development throughout organisations. Unfortunately, leaders often spend more time coaching others than being coached themselves. To help them continually achieve greater levels of performance, our accredited executive coaches provide diagnostic, value-added feedback that helps your leaders expand their self-awareness, overcome obstacles to progress, and monitor their growth against desired goals.