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Create a High-Performing Organization through Talent Management

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In a recent study, 40% of executives rated their talent management as ineffective and said that it got in the way of achieving their business goals.  Divine-Consulting can help you to achieve your business goals through effective talent management. We will help you to establish a strong talent management strategy and an effective talent management plan.

Effective talent management increases a company's ability to innovate, grow, and adapt quickly. With our state of the art tools and our work experiences, we'll support your effort to identify talent needs, assess existing talent, recruit and hire the right people, and show you how to develop employees and optimize your TREAD allocations.

Developing a Talent Management Strategy

 

We've all read about companies where people are happy and those where they're not. Companies where people don't feel like there's a future or a way to grow their career, so they leave. That's a company that needs a talent management strategy. Companies with effective talent management strategies are more innovative, more adaptable to change, have greater employee productivity, and retain their key talent. As a result, these companies have earnings 15% higher than their peers.

 

Divine-Consulting can be your partner to achieve that.

A talent management strategy is the starting point for any organization to achieve its business goals. The talent management strategy is set based on business goals. We will partner with your HR and business leaders going through our four steps to building an effective talent management strategy.

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Developing a Talent Management Plan

 

Studies show that companies that have effective talent management have greater financial performance than others. Better talent at all levels allows companies to outperform their competitors. But despite their best efforts, companies still struggle to do talent management well. In a recent Harvard study, only 19% of leaders said their company brings in talented people, only 3% said their company develops people effectively, and 8% said they retain high performers. Imagine if these scores referred to customer service or quality. No company would accept these scores.

 

Q.  So if talent management can have such a great impact on businesses, why is it so hard to get right?

 

A.  Well, leaders are busy running their businesses. They often see talent management as a distraction to managing the business. Because business leaders, not HR, need to drive talent management. After all, business leaders make the hiring and firing decisions, promote employees, provide career opportunities, and evaluate performance.

Divine-Consulting can help you. Here's how we can do it.

  • Identify talent needs - Each year, businesses develop goals to achieve their overall business strategy. As business goals are being set, Divine-Consulting, HR, and business leaders should work together to identify what type of new roles will be needed and how many people it will take to fill those roles. You may need more leaders to support the business goals, more engineers with experience in new areas, new teams focused on innovation, or a new customer support organization. We can help you with that.

  • Assess existing talent – Divine-Consulting can help you to compare your employees to job-specific success factors, identify behavioral gaps, and target employee development using our wide range of researched-based assessment tools. The extensive data from our Harrison Assessments unique 25-minute “Smart-Questionnaire” provides awareness and clarity across an individual's job-specific behavioral fit, emotional intelligence, behavioral competencies, and development plans to increase your staff performance.

  • Recruit and hire the right people – Our Harrison's Talent Acquisition assessments allow you to quickly identify and hire the right talent using our 25-minutes “Smart-Questionnaire.” We offer more than 600 customizable assessments that predict supervisory performance, engagement, and retention. Additionally, we can effectively predict job-specific behaviors with our talent acquisition assessments that measure 175 talent factors.

 

  • Develop employees to meet the organization’s talent needs - Our "Development for Position Report" identifies key gaps related to job success and provides clear and practical employee development plans that target their specific development needs. For individuals, this includes role placement, executive coaching, performance development, individual development plans, employee engagement, leadership capabilities, and behavioral competency development.
    Our "Job Success Analysis Report" provides key insights into role placement by comparing individuals' behaviors and traits to specific job criteria and indicating their probability of success. Behavioral competency reports compare an individual's behaviors to the behaviors needed for specific types of competencies including leadership competencies, emotional intelligence competencies, collaboration competencies, or any competencies that are customized for your organization. It provides essential data needed to make promotion or job rotation decisions and identifies the individual's development needs for a specific role. For organizational development, this includes a deep analysis of leadership capability, talent pipeline, succession planning, team development, organizational engagement, and talent retention.

 

  • Implement a succession planning process – Our “Harrison Talent Readiness System” enables you to fully engage your employees with internal career planning and succession planning while ensuring you have qualified talent pools at your fingertips. You can access up-to-date talent pipelines that rank high potentials who are pre-assessed for succession planning according to their job suitability and behavioral competencies.
    Each employee has a personal career planning system that ranks each internal job according to his/her likely enjoyment and engagement. Optionally request high potentials to complete a 5-minute eligibility questionnaire to measure qualifications and run "Job Success Analysis Reports" comparing individuals to the requirements.

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Talent Management Best Practices

 

  • Focus on engagement and retention - Traditional employee engagement surveys only measure group engagement issues, ignore the individual data that is crucial to engagement, and assumes only their managers are responsible for engagement. This approach fails to achieve the potential to drive engagement because it ignores individual needs and assumes that engagement is achieved only as a result of good management practices.

    Our Harrison engagement tool measures individual engagement as well as group engagement and is based on the assumption that engagement is a shared responsibility between the employee and the organization. Instead of answering engagement questionnaires that focus on rating their managers, employees are asked what is important to them and to what degree each important factor is currently fulfilled. You can now create organizational engagement strategies based on which expectations are strongest and the degree to which the strong expectations are currently fulfilled.
    Our employee engagement survey is integrated into our "Smart-Questionnaire" and provides actionable data for engagement. It provides effective engagement intervention for each individual employee by targeting the factors that are important to each employee. Divine-Consulting will help your organization to create a culture where employees give their all using our range of engagement tools that measure and foster both group and individual engagement.

  • Increase Talent Visibility - Research shows that 20% of employees contribute 80% of business results, so you want the organization to benefit as much as it can from these talented individuals, and the only way to do that is to make sure that leaders know who they are and maximize their contribution across the company. Many companies have a formal talent review process where individuals are discussed as part of succession planning, however, these talent reviews don't always happen across multiple teams or across the entire organization.
    Divine-Consulting utilized Harrison Assessment Harrison's Leadership Development Assessments use our unique 25-minute Smart-Questionnaire to provide a deep dive into the behaviors that make leaders successful. Whether you're identifying your available talents, training emerging leaders, or coaching senior leaders, we can help you with this essential understanding of leadership behaviors and stress responses that can make or break the organization.

 

  • Create a strong HR and business partnership - Today, HR is a strategic partner, helping the business identify talent needs, find and retain the right people, develop employee skills and capabilities, and plan for the future. With our Harrison Assessments tools, you'll have a seat at the table, and business leaders will have confidence in your talent management strategy. When the business loses a key employee or has new roles to fill, leaders should want to understand the process and have confidence that the role will be filled as quickly as possible. Divine-Consulting is your business partner to make this happen.

Create a High-Performing Organization Culture through Talent Management

Do you have the organizational culture change needed to achieve your organization's mission? Does your organization have the behaviors to achieve your strategies? How well does your organization's behavior reflect your aspired culture?

Divine-Consulting can partner with you to find out. By using Harrison's cultural Analytics to measure organizational behavior at various levels of the organization including senior leaders, managers, and across departments. The Harrison Organizational Culture Assessment not only identifies the key issues but also provides individual employees with the key data they need to make the necessary adjustments. All the data needed to analyze organizational culture can be drawn from the Smart-Questionnaire.

Harrison Assessment's Engagement & Retention Analysis provides you with actionable data, based on leading indicators of employee expectations, to plan and align optimal strategies that will motivate employees at the individual, group, and organization levels. Harrison Talent Life Cycle Solutions Use Harrison's unique technology to help you assess your employee expectations regarding the following essential dimensions: Development, Remuneration, Authority, Social Appreciation, Communications, and Personal Work-Life Balance.

 

Conclusion

 

Getting your talent management strategy right can take time and effort, but it's well worth it. By building a strategy, developing a plan, using best practices, and creating a high-performance culture, you'll help your company take a big step in the right direction.

Take a minute now to call us to discuss how Divine-Consulting can support your effort to build your organization's Talent Management Plan. Remember, how well you hire, assess, develop, and retain your people will make you stand out as a company, and you'll achieve better business results when your talent strategies and business strategies go hand in hand.

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