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Why Integrated Talent Management is important Today?
The new unsettled environment needs a more linked, fully combined talent strategy approach that focuses on:
- The needs of employees and their careers.
- Improving employee loyalty and engagement.
- Saving top talent and high performers.
- Resulting in superior organisational performance management.
Today’s Challenges and Needs:
- Massive Loss of Talent
- Ineffective usage of Internal Mobility
- Lack of aligned Career Development planning
- Fragmented and unaligned HR functions
- Departure of focus from skills & competencies
- Challenges in Managing a Multigenerational Workforce
ARE YOU LOOSING YOUR TOP TALENT?
Are you unable to attract fresh new potential?
Fragmented talent strategies don’t meet your talent management process or align with your business strategy, which result in:
- The loss of top talent.
- Ineffective employee training and development plans.
- Subpar employer branding necessary to draw top talent to your organisation.
- Effective & aligned talent assessment activities to identifying the Right Talent for your organisation
- Career Development initiatives powered by aligned IDPs
- Attractive Fresh Graduate Projects
- Internal Mobility driven by:
- Succession Planning
- HiPos Projects
- Talent Readiness Identification
A Unified, Fully Integrated Talent Strategy
is the answer!
TTM Methodology
- TTM's unique and seamless methodology enables organisations to overcome today's challenges by providing aligned Talent Strategy services that focus on:
TALENT ASSESSMENT
Talent Assessment plays a pivotal role and is a major starting point for a Unified Talent Strategy and management system. It is critical for identifying and hiring the Right Talent for your Organisation, when aligned with your organisational strategy and business needs. Develop and implement the Ideal Talent profile for a job role or a category of job roles, requires seriously taking into consideration the company’s Business Strategy, Vision, Mission and Values.
Addressing the challenges and needs developed by the new disruptive environment requires that the Talent Assessment process takes into consideration not only the employees’ competencies profile, but also their personal thinking preferences that affect their behaviours on the long term.
Career Development and IDPs
An individual development plan (IDP) is a tool to assist employees in career and personal development.
It helps employees reach their career goals, as well as improve their current performance. It involves preparation and continuous feedback.
An IDP isn’t a performance evaluation tool or a one-time activity.
It is a partnership between the employees and their managers.
It is critical for the institution’s Career Development strategy to be aligned with the overall Talent Strategy.
Comprehensive Career Development planning can help retain your Top Talent.
IDPs should be viewed as an internal organic resource within the organisation, linked directly with the vision, strategy, goals and needs.
Succession Planning
Identifying future successors for your organisation’s critical positions reduces Talent Turnover, enhances Employee Loyalty and strengthens Employer Brand.
Internal Mobility driven by Succession Planning
- Identifying the Right Talent for your organisation is the precursor to developing the Right Successors.
- A critical success factor is the ability to match the potential successors Competencies Profile and their Preference Profile to the Ideal Profile of the Critical position.
- Effective Succession Planning provides ample resources to benefit from your internal talent pool and indirectly positively impact your Employer Value Proposition.
