Talent Management Insights
Ensuring an organization's future success in organizational leadership and high-performance,

Strategic Talent Management Insights

Effective talent management is at the heart of any successful succession planning and management. Effective talent management is central to ensuring an organization's future success and to sustaining tranformational change. But you must integrate the talent management systems with the your business strategy, and the organization's mission and long-term vision.

Let us explore how to review, develop and optimize your talent management systems holistically and strategically to sustain the future of your organization in business.


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Getting the best talent management system for your business or organization

Holistic and Integrated Talent Management Systems Review

You would need a holistic talent management system integrated with, for example, building high-performing cultures with organizational integrity, succession planning, human capital performance management system oprtimization, executive team leadership development, and business strategy.

You should also consider the 'total organization', particularly thinking through the 'total organization' implications of your organization's strategic needs for human capital, leadership and talents— to attain sustainable high performance, and breakthrough organizational leadership and transformation. Such a holistic talent management system would incorporate insightful skills audit—integrated with proactive talent management which is business linked and of strategic significance.


Insightful and Strategic Review of Talent Management Sysytems and Programs

To get the best talent management system for your business or organization, think in terms of strategic fit, validity and integrity.

Insightfully review your current talent management system, model, practices and programs for strategic-fit, integrity, validity and organizational ownership, commitment and synergy. Here are key talent management issues you should cover in reviewing, developing and sustaining a holistic and strategic talent management system that would benefit your business or organization on a long-term basis.

Linking Talent Management with Succession Management

Insightful and Strategic Review of Talent Management Sysytems and Programs—2

First, the talent management system should help the organization think the strategic future of its business.

This is all about linking talent management with strategic succession management and this would require that the business or organization examine its vision in relation to the kind of key people and executive management it needs—say, at the various divisions or locations—to ensure its vision of organizational performance and leadership. In this respect, review current talent management practices and programs with a view to finding insightful, real time, and business-linked answers to such questions as:

  1. What drives the business' or organization's corporate vision today—or traditionally—and what are the implications for strategic talent management?
  2. What is changing, and what should the business or organization be changing, talent-management wise?
  3. What steps are being taken—or have been taken—to integrate succession planning and succesion management with executive leadership development and talent management? What results is the organization getting? What could be done differently?

Creating or Promoting the Talents for the Future of the Business

Insightful and Strategic Review of Talent Management Sysytems and Programs—3

The talent management system should help focus on effective and strategic talent management,—creating, developing or promoting the executive leadership team and key people to sustain the future of the organization in business. Therefore, interrogate the current talent management model, practises and programs on such questions as:

  1. What skills and talents do the organization's key people possess?
  2. What key skills and talents does the organization need to achieve strategic advantage in 10-15 years?
  3. What is the organization currently doing to promote or develop the skills and talents needed in 10-15 years?
  4. What are the alternatives that the organization should be considering—and how should it be implementing them—to promote or develop the skills and talents needed in 10-15 years?

Sustaining Talent Validity, and Organizational Integrity and Commitment

Insightful and Strategic Review of Talent Management Sysytems and Programs—4

The talent management system and process should support valid and reliable talent management practices and programs based on sustaining organizational integrity.

Therefore, review and assess the current talent management models, programs and practices, based on such questions as:

  1. What are the underpinning assumptions of the current talent nanagement models and practices?
  2. What is the organization currently achieving with the models and practices?
  3. What are the alternatives?
  4. How is integrity being promoted or sustained in talent management practices and programs?
  5. Given its strategic vision of organizational performance and leadership in 10-15 years, what should the organization be doing differently?
  6. What results is the organization getting from its skills audit, talent management, and human capital performance management systems and reports?
  7. To what extent is the organization developing self-leadership and self-empowerment—and promoting effective organizational synergy and harmonious functional interdependencies corporate-wide?

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