We are skilled at creating alignment, confidence, and accountability in three primary areas of human capital management:

• Managing Learning Strategically
• Managing Performance Strategically
• Managing Talent Strategically

Managing Learning Strategically

We will help you move L&D from a demand driven service function to a value driven strategic partner with your line of business leaders. We will help you build your:

• Annual Learning Plan and budget aligned to business strategies and managed as a portfolio of prioritized investments.
• Measurement Plan aligned to the human capital performance objectives of your business strategies and operating objectives.
• Assessment of and Roadmap for your organization: your organization structure and roles; decisions about selective insourcing and outsourcing of roles; learning technologies and vendor selection; learning design methods for different delivery media; and your use of performance support.

Managing Performance Strategically

The major emphasis in performance management has been on performance objectives and performance assessment. Important as these parts of the performance management process are, they become strategically important when they are integrated with a coaching culture, development opportunities, recognition, and rewards. In addition to achieving objectives, it is the combination of development opportunities, recognition, and rewards that increase workforce competencies, engagement, and retention. We will help you build your:

• Annual Talent Engagement and Retention Plan focused on developing a mindset of “talent as an asset” in your leaders at all levels and managing their adoption of practices that support that mindset.
• Measurement Plan based on increased competency in the workforce, selected measures of engagement, commitment, retention, and adoption of a “talent as an asset” mindset.
• Assessment of and Roadmap for your “people leadership” capabilities.

Managing Talent Strategically

Strategic talent management is about taking a more systemic view of your business strategies, identifying the key roles in those strategies, and ensuring that you will have enough of the right people with the right competencies to make the business successful year after year. We will help you build your:

• Annual Integrated Workforce Plan in which you take a holistic view of the entire talent management process for each line of business and identify near term and longer term initiatives. Within the context of business strategies, your planning process will address workforce planning, talent acquisition, on-boarding, learning and development, performance management, and rewards and recognition. The result will be a coordinated, comprehensive plan.
• Succession Planning Process to address leadership roles, pivotal positions, and key positions challenged by competitive and demographic forces.
• Assessment of and Roadmap for your talent management capabilities including core issues such as data integration, process coordination, and technology support.