The future of all organizations rests on the quality of its people. Research has shown that companies with a strong talent management strategy perform better financially. How organizations plan for the future and respond to the need for new and different talent separates the winners from the losers.
Attracting and retaining top-grade talent at all levels of the organization is paramount. Simply automating hiring systems is not enough. Talent acquisition functions need to capitalize on technology and how it is used by target candidate populations. They need to build sufficient size candidate pools and use job-related screening and employee selection processes to help managers make the best hiring decisions.
Retaining talent, whether it is in the first few months of employment or after several years, is another key issue facing companies. Losing valued people is flat out costly.
Developing talent is no longer just an employee-focused value system at play. It makes hard-core business sense. As part of an integrated talent management strategy, it creates your talent pipeline so that you have your own internal talent market for future openings.
Best in class companies think about management talent in a more strategic, integral way. Talent Planning for leadership succession or staffing the future workforce is becoming a fundamental part of the talent management strategy. It is no longer seen as just helpful, but a necessary component that drives the organization’s recruiting, retention and talent development activities.
In all areas of your talent management strategy, Pragmatic HR Consulting is capable of becoming your Chief Talent Advisor, helping your organization address its strategic and tactical issues regarding the acquisition, development, retention and planning of your most strategic asset—your people