Talent Management and Engagement

 

Strategic HR

A strategic approach to L+D ensures that you are actively driving capability within your business, aligned to your broader business goals.  Your business success is reliant on your people, they are your greatest asset.  In addition to exceptional Leadership to ensure your teams are inspired and motivated, as your business grows, it is wise to consider how effectively you are Managing your HR responsibilities.  Here are some questions you may wish to consider to identify how your HR management could be enhanced…

1. Are you attracting the best and delivering a professional recruitment experience?
2. Are you providing sufficient training to ensure they are competent within their role?
3. Are you regularly setting and reviewing expectations to provide focus and direction?
4. Are you tackling under-performance, sickness and absence in an ethical manner which promotes the potential for individuals to attend work, learn and improve results?
5. Do you recognise high potential within individuals, do they have access to resources to actively drive their careers, progress and grow within your business?
6. Do you have a culture that promotes a balance of support and challenge, valuing feedback with open channels of communication?
7. How do you recognise and reward employees and is this sufficient to retain your talent?
8. Are your exit processes robust, are you gaining feedback from leavers and managing your employer brand?

Talent management focuses on ensuring you are leveraging the potential of your individuals and teams through ensuring that they have the motivation and skills to achieve the results you desire and that you have the resources and ability to professionally manage the employee lifecycle.  Talent management is at the heart of an efficient, effective and motivated workforce.  As experienced learning and development consultants we can support you with provision of systems and tools, HR skills coaching and upskilling plus psychometric assessments.  The following areas may provide further insight relating to the type of support we can offer at different stages of the employee lifecycle and we are happy to consult with you regarding your specific needs.

Staff Profiling, Manpower, Engagement and Efficiency

HR Review – profiling your business system to ensure the staffing and management structure are appropriate for your current and future needs.

Manpower Planning – reviewing capability and productivity, ensuring you have the right people in the right roles at the right time, doing the right things.

Coaching and Change Management – to support potential job role changes to ensure that your consultation processes are legally morally and ethically sound and any transition maintains staff engagement .

Staff Satisfaction – staff engagement processes, understanding staff satisfaction, driving retention, ensuring broad recognition.

Attraction, Selection, Recruitment and Induction

Employer Branding – assessing and promoting why people should want to work for you.

Competency Frameworks – bespoke CFs aligned to your culture and context.

Professional Role Descriptions – tailored and aligned to your relevant competencies and organisational culture.

Robust Selection Processes – provision of assessment centres, plus development of skilled recruiters ensuring an ethical approach to recruitment.

Induction and Probation – tools and processes to support on-boarding of new staff.

Performance, Training, Development and Succession

Career Development Frameworks – role and progression mapping to support individuals with career management and planning their continual professional development (CPD).

Performance Management – formal and informal processes and tools for the entire performance continuum. Appraisal, individual reward and benefits, disciplinary and grievance systems, exit processes and up-skilling of management to utilise these effectively.

Capability Management – design / delivery of workshops and self-managed development guides (aligned to your performance management process) to support staff in developing their competence within their current roles.  For examples of development workshops, see our Learning and Development Link – Click Below

LEARNING + DEVT

Succession Planning and Development – support and processes for business leaders to plan for succession. Design and delivery of assessment and development centres, leadership and management programmes and coaching to support individuals with progressing to their next role.  See our Leadership link for more info on leadership development programmes – Click Below

LEADERSHIP

 

Tailored Support

The above are signposts only.  If you have an HR related query and wish to align your Business and HR strategies in order to develop a cohesive approach to Talent Management, please arrange a free consultation, we are happy to discuss your requirements and assist you in identifying a way forward.