FreshVision’s Integrated Talent Plan: 5 Traditional Talent Strategy Factors, Plus 2.
Integrated Talent Strategy
In the ideal world where all organisations have an integrated talent strategy process, HR can think through the company’s resource requirements with 5-10-year perspectives, and build necessary relationships and capabilities ahead of time.
Not just in time.
In reality, we don’t work in an ideal world, so HR is often criticised for ‘fire-fighting’.
FreshVision Consulting is able to work with clients to develop integrated talent strategies based on building organisational capabilities.
Our integrated talent plan looks at the 5 traditional talent strategy factors:
- Attraction
- Identification
- Development
- Deployment
- Engagement
And then adds two. (Because these five are all about SUPPLY. But what about DEMAND?)
Our two extras are:
- Transition
- Evolution
And we’re specialists in making all seven talk to each other.
Not only do we strategise, we operationalise strategy through people and make things happen.
In the development space, for example, FreshVision has an impressive track record of identifying business needs and opportunities and then designing and implementing fit-for-purpose learning academies and executive development programmes that deliver results.
That old cliché, the high-performing organisation, is about the question: Are people, processes and systems aligned to perform at the right level now and will they be able to in future?
Integrated Talent Strategy
In the ideal world where all organisations have an integrated talent strategy process, HR can think through the company’s resource requirements with 5-10-year perspectives, and build necessary relationships and capabilities ahead of time.
Process Facilitation
Most development facilitators will promise learning programmes that are different. That go beyond stand-and-deliver; that take your people to a different place.
Mergers & Acquisitions
Mergers and acquisitions live or die based on people: specifically, having the right people in the right roles achieving the right results at the right time.
HR Capability Building
HR is often criticised for the inability to have the right conversations – for pushing policy, process, spreadsheets and death by PowerPoint.