Talent management
Context
Financial institutions are changing business strategy and models and are facing particular challenges adapting their current human resources strategy to the new business strategy, hence re-evaluating the required people competencies.
Risks and challenges
- Which segments of the workforce create the value for which you are most rewarded in the marketplace?
- What skills will you need over the next five years that you don’t currently possess? How will you create that capacity? What happens to your business if you don’t?
- Which areas of your business will be most impacted by an aging workforce? What are you doing to prepare successors? What impact will this anticipated aging have on the skills and productivity necessary to meet future demand?
- In what areas is the talent market heating up (i.e., demand will outpace supply)? Which segments of your workforce will be most impacted?
- What is your turnover within critical areas? How much is it costing you? In productivity? In innovation? In quality? What are you doing to resolve the root cause?
- Are you actively developing talent portfolios or workforce plans that will help you to understand and communicate the financial consequences of talent decisions on your business?
- Is your HR strategy aligned with your business strategy?
How Deloitte can help
Deloitte supports the alignment of the HR strategy with business strategies to address the human factors affecting an organisation's success. Our services include:
Identification of critical talent. Identify workforce segments that support your organization’s strategic objectives, and target talent management and HR programs at them.Lorem ipsum dolor sit amet.
Highlighting the gaps. Analyze the current talent pool’s skills and capabilities against future needs for the organization and the external labor market’s supply and demand of critical talent to identify gaps.
Revamping of people programs. The workforce is changing, and talent programs need to change in response. Define or redefine roles, career paths, sourcing, recruiting, retention, development, and performance management programs for service, sales, and marketing.
High impact integration. Align and integrate talent programs, including employee development with performance management and career management with succession management, to get the most out of your workforce investment.
Updating of HR programs. Define new HR programs and processes to help your organization understand and manage its key talent.
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