http://www.slideshare.net/richardswartzbaugh/talent-strategy-talent-management-program-enabling-human-resources-core-competencies
Customer and shareholder expectations continually increase, and a variety of forces continuously shape industry competition.1
Despite
these realities, many organizations do not have alignment of: (a)
talent management practices 2 (talent strategy, talent management
program) & enabling human resources core competencies, (b)
organizational culture, (c) strategy, (d) execution, (e) continuous
improvement. 3
This is especially critical when customers,
shareholders, business leaders, and your workforce are focused on value
creation, measurable results, regulatory compliance, and doing the right
thing the right way.
A variety of proven techniques exist to
achieve alignment, and ensure that innovation and people remain the
source for competitive advantage. Key components include:
(a) A
Talent Strategy focusing on recruiting, engaging, and retaining your
workforce that continuously adjusts and improves based on measurable
results, industry best-practices, innovation, economic factors,
shareholder, customer, management, and employee needs, organizational
culture, and the countries and regions that it does business,
(b)
A Talent Management Program focused on human capital planning, talent
acquisition, talent engagement, talent development, talent deployment,
leading talent, talent retention, evaluating human capital, and
continuous improvement,
(c) Enabling Human Resources Core
Competencies, including Staffing, Compensation & Benefits, Employee
Relations, Performance Management, Training, Organizational Development,
Payroll, HRIS, and implementation of policies, procedures, and
practices across the business, and
(d) Alignment of Organizational Culture, Strategy, Execution & Continuous Improvement through:
- Organizational Mission, Vision, and Values, including M&A integration,
- Those responsible for strategic planning,
- Those performing the activities required to execute strategy,
- Those implementing enabling human capital, process, and technology solutions,
- Best-in-Class practices across the organization,
- Employer-of-Choice initiatives, and
- Continuous improvement.
1 Michael E. Porter, On Competition (Harvard Business School Press, 1998).
2
Companies with mature talent management capabilities see
eighteen-percent higher earnings, and other benefits. The Hackett Group,
December 17, 2009.
3 Robert S. Kaplan, David P. Norton, “The Office of Strategy Management” (Harvard Business Review, October, 2003).
