Talent Management

Growth leads to change. This is most evident in the human capital of growing organizations where the complexity and volume of business requirements can outstrip current resources. Evaluating the strategic staffing needs of an organization includes a number of elements:


• Organizational Design considers current roles, responsibilities, job descriptions, and reporting relationships. This links the ‘current state’ of the organization with the desired ‘future state’ and offers recommendations to enhance clarity and effectiveness.


• Competency Modeling determines the competencies/success factors that will be used in conducting assessments and measuring key leadership behaviors. Employee interviews, stakeholder meetings, and psychometric modeling are used in this process.


• Executive Assessment provides benchmarking for making decisions related to the selection, development, and transition of individual contributors and leadership teams.


• Consulting is the glue that holds talent management initiatives together. It is a collaborative relationship between the process owner, the consultant, and other key stakeholders that establishes open communication related to decisions, progress, and deliverables.