Talent Mobility, AAI_GFX_TalentAcquisition, HiPo Employees, Assessment Analytics, Resource Management, Talent Measurement

Place the Right People in the Right Jobs at the Right Time with Talent Mobility

Talent is increasingly scarce. Employers are facing a widening skills gap and the retirement of the baby boom generation. Aligning people and skills with strategy is crucial to deliver long-term success. It’s clear that organizations need real insight into the ability, potential and needs of their people. To focus on the future, employers need to understand the true potential of their talent.

  • Understand talent capabilities across the organization
  • Develop roadmaps for key talent in the company
  • Assess individual and team readiness – including professional technical knowledge and job-relevant skills – against objectives
  • Expose underutilized strengths and capabilities
  • Prepare individuals for internal movement and growth
  • Present upward/lateral career opportunities
  • Tailor development to individuals based on strategic plans for mobility
  • Objectively promote talent based on ability and potential
  • Identify and build future leaders
  • Mobilize current workforce for new business opportunities

Talent Audit

Organizational performance depends on talent. Many employers have performance data on their people, but few have insight into how they meet the demands of current or future roles.

  • Determine gaps between current talent and business demands
  • Identify individual/organizational strengths and weaknesses
  • Assess/increase bench strength in key roles
  • Evaluate talent capabilities using clear, measurable competency maps
  • Examine individual/team/functional alignment with organizational strategy and objectives
  • Provide objective, practical feedback that yields concrete results in staff development
  • Identify new talent from your pipeline
  • Proactively place talent to deliver on new strategic or operational initiatives

Succession Planning

A fast-changing environment demands talent and vision at the top – but the skills shortage means it’s not always easy to recruit externally. A “grow your own” approach, identifying and developing talent into more senior roles, can reduce time spent trying to fill leadership positions. It also creates a pool of capable, motivated employees, and cuts the risk of failing at new ventures while providing stability and continuity across your organization. Good planning means spotting and nurturing the people with the potential to excel in more senior roles.

  • Determine key roles essential to business success
  • Define required competencies for future roles
  • Identify suitable internal candidates using assessment tools to evaluate skills, behaviors and potential
  • Objectively match employee strengths to potential roles
  • Prepare staff to transition to key roles as opportunities arise
  • Equip high-potential employees to manage progressively advanced responsibilities
  • Accelerate ramp-up to full productivity with internal vs. external hires
  • Reduce risk of derailment by preparing proven internal talent well in advance of transition

Employee Development

Business needs are changing fast. In this climate, it’s vital for businesses to nurture and develop existing talent. Talent is in increasingly short supply and recruitment costs are high. Lack of training and development is often cited as a key reason for people leaving organizations – yet too few approach training and development in a targeted and inspiring way. In short, employee development is critical for retention and success.

  • Link individual and group development to business strategy
  • Combine assessment and performance data with workforce capability analysis
  • Analyze skill and competency gaps for current/future roles
  • Shore up weaknesses and leverage strengths in critical individual, team and company competencies
  • Ensure employee readiness with skills and knowledge certification
  • Encourage employees to discover career interests, talents and opportunities (career exploration)
  • Identify and retain high-potential, high-value talent in your organization
  • Create personalized development plans to maximize employee potential
  • Equip managers with assessment tools to guide employee development plans
  • Develop and promote internal talent for future leadership roles (leadership assessments)