In this module the analysis of the drivers of your business success takes place. We bring together the internal and external influences in order to be able to model a holistic cause-and-effect relationship of the HR work in your company. Based on this, we derive goals and the mission statement for your talent management and define the talent strategy. Based on the analysis of the business model, we identify the strategic workforce requirements and the relevant talent segments.
We design talent management as an internal growth model in this module. The target groups of your talent management are extensively researched in order to derive suitable value and potential propositions. The relevant touchpoints of talents with the organization and the managers are identified and brought together with the propositions. From this, concrete motivating and productive employee experiences are build.
We develop the concept for measuring the performance of your talent management. For this purpose, we operationalize your talent strategy and systematically translate the strategy into (partial) objectives. Linking appropriate metrics and objectives to the identified employee experiences enables a clear roadmap for an iterative implementation. The translation into a talent scorecard creates a comprehensible framework for your HR and leadership programs.
We support your HR function in increasing the implementation speed. For this we organize your projects in a sprint setting. Not only do we increase the speed of projects, we can also evaluate the effectiveness of the measures at an early stage. This triggers a learning process on the basis of which project implementation is continuously improved. Whether you want to test HR innovations with specific target groups or roll out an HR program, we will guide you through the first project iteration methodically and in terms of implementation.
We support you in anchoring your talent management as a potential-centric ecosystem. Based on the strategic objectives of talent management, we jointly evaluate the extent to which the organizational structure supports the fulfillment of these objectives. We define concrete formal and informal change measures for the successful realignment of your talent management. The change implementation is driven by the use of strengths, role clarity and regular feedback loops.