DRIVE YOUR DIGITAL HR TRANSFORMATION WITH OUR 5 TALENT TRANSFORMATION MODULES

TRANSFORM YOUR TALENT MANAGEMENT INTO AN INTERNAL BUSINESS MODEL THAT ALLOWS YOUR EMPLOYEES TO GROW

Today, up to four generations face different challenges in digitizing their own workplace. At the same time, companies are faced with growing shortage of skilled workers. The labor market is changing into an employee market. Employees formulate clear expectations to employers. As a result, companies must reimagine their talent management to ensure sustainable success in their competition for talent.

Such a digital HR transformation is characterized by a deep empathy and understanding for the needs and motivations of employees. The focus in talent management is therefore on fulfilling the value proposition to various employee groups. This value proposition must be translated into motivating and appreciative employee experiences, which form a meaningful employee journey throughout the entire employee life cycle. Through more agile organizational structures and digitalized working environments, the skills of the employees are more strongly activated. At the same time, these employee-centric changes must be coupled with business strategy and dynamic market changes. A new type of HR and leadership model is emerging that attracts and retains talent over the long term. With our talent transformation modules, you can sustainably increase your employer attractiveness and competitiveness.

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TALENT TRANSFORMATION MODULES BUILD THE CORE PROCESS OF TALENT GRWOTH DESIGN™

Digital HR Transformation
Get to know our Talent Growth Design™ modules for your Talent Transformation

REIMAGINE FUTURE
WORKFORCE

Alignment of business and talent strategy

Analysis of the logics for personnel planning

Analysis of employee needs

Development of talent definition and project purpose

CREATE TALENT
BUSINESS MODEL

Analysis of target groups

Analysis of touchpoints

Development of value proposition

Development of business model

DEFINE TALENT
VALUE DRIVERS

Analysis of job architectures and competence models

Identification of qualification needs

Identification of employee journey value drivers

Definition of control principles

BUILD EMPLOYEE
EXPERIENCE & JOURNEY

Implementation of value proposition

Design of employee experiences

Test, learn, iterate

Employee journey mapping

OPTIMIZE TALENT
OPERATING MODEL

Implementation of employee journeys

Definition of structures and responsibilities

Merger of competences and processes

Agile implementation of operating model

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