The Business of Talent Management

THE BUSINESS CASE

The business case for a strategically managed talent function is compelling:

  • CEOs worry about having the right talent in key jobs
  • Companies are not able to compete due to critical shortcomings in key skills
  • Talent shortfalls are constraining growth plans
  • World-class companies are gaining competitive advantage with a distinct leadership brand and an aligned organizational delivery system (strategy, governance, leadership, processes, and culture)
  • Transformational change is business as usual
  • High performing and multi-generational talent are seeking a different value proposition

HOW TO OPTIMIZE TALENT INVESTMENTS?

Optimizing talent is critical to successful business performance. We start with our client’s business strategy and consider the capabilities needed to win, along with potential talent risks that could limit operational performance. We apply diagnostics to assess the talent supply and demand, as well as the effectiveness of the environment in which it is deployed.

VALUE DELIVERED BY ALEX REIDY & COMPANY

  • SUPPORT THE CEO CHANGE AGENDA AND OBJECTIVES

    Align the senior team on the CEO change agenda and the business drivers impacting talent

    Design a talent strategy that attracts, retains, develops, and deploys key talent in critical roles and key workforce segments

    Design a compelling talent value proposition and brand to attract key talent

    Measure talent progress with a fit-for-purpose talent dashboard

  • MITIGATE RISKS TO STRATEGY AND OPERATIONS

    Systematically plan for talent by integrating talent planning with financial and strategic planning

    Develop tailored, specific interventions to address delivery risks, barriers and gaps in organizational performance

    Sequence talent actions to mitigate operational and strategic pressure points

  • DEVELOP AN ENGAGED AND HIGH-PERFORMING WORKPLACE

    Support the CEO and executive team to clarify the driving forces of the current culture, which accelerate and limit operational performance; define the workplace vision; and implement a plan to transition the organization to high-performance

  • SIMPLIFY TALENT PROCESSES

    Transform complex talent processes into efficient and effective operations that produce clarity, agility, and results

  • IMPROVE LEADER EFFECTIVENESS TO MANAGE TALENT AND CHANGE

    Develop leader effectiveness to deliver talent strategy with predictability and precision