Talent
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The nature of the global workforce is changing so fast it’s hard to keep up. Is your talent strategy evolving along with it? For many HR leaders managing through the volatility of the past few years, the answer is “not really.” You’ve been fighting fires, with little time to tackle the big issues. Meanwhile, the ground has shifted under your feet. Workforce planning and analytics. Talent management. Workforce strategies. Virtual workplace management. Aligning people with the business in the midst of a transformation. These are the hot-button issues that are reshaping talent strategies for many companies. And they’re all interconnected.
Deloitte has one of the broadest and deepest talent practices in the world. If you need a team that can help you keep your talent strategy aligned with your business – staying flexible enough to support whatever’s next – we can help. Learn more about Talent.
What we offer
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No standard model of worker. No single place to work.
Talent is both a workforce issue and a workplace issue, and the workplace is evolving rapidly to include flexible and distributed models that were unheard-of a few years ago. Increasingly companies are bringing the work to where the workers are – and technology will only accelerate the trend. Put it all together and you have a combination of workforce and workplace challenges that require a clear view of what’s table stakes and what’s worth investing in. In talent, as in customer markets, differentiation matters, and that means a clear strategy and priorities.
Answering the talent challenge in a reset economy takes an integrated approach that starts with business- and industry-specific requirements and extends to talent and work strategy, process, innovation, and operations and technology. Our professionals analyze the talent supply and demand patterns for an organization and in the external market, then help evaluate and implement a mix of solutions that target not only an organization’s talent, but also when, where and how work is performed.
Bottom-line benefits
When organizations effectively combine baseline talent management activities with differentiating solutions, they can gain competitive advantage through:
- Improved ability to achieve business goals (having the leaders and talent to deliver)
- Improved business results derived from increased attraction and retention
- A more engaged, more productive, and a more innovative workforce
- A stronger – better prepared—management and leadership pipeline
- Better decision-making from more accurate and predictive workforce analytics
- Enhanced ability to fill key organizational roles
- Lower costs through distributing work through extended and global networks
- A stronger employee value proposition and employer brand
How to create more value now
We’ve helped leading companies all over the world meet their toughest talent changes and deliver more effective results. Here are a few things we’ve learned along the way.
- Focus matters. If your talent priorities aren’t specific to your industry and sector, you may have the wrong priorities. Generic or fad-driven talent issues aren’t necessarily yours.
- Treat your talent like you treat your customers. Neither group is a monolith, but you’re likely more comfortable subjecting your customers to analysis and segmentation. When you segment your workforce into sub-groups, and understand their specific requirements and expectations, you can align the value proposition you offer to each.
- Pick your places to excel. Sometimes differentiation really matters, and sometimes good enough is good enough. Choose carefully where to invest to excel and where to invest to get buy-in. If you can tell the difference, you can put your energy where it’s most needed and will have the greatest impact.
- Fly the talent flag. Are your talent leaders leading or following as the company moves into the global marketplace and new services? Make sure people issues are not only part of the master plan but look for ways for talent to help lead the way.
- Experiment and embrace the new. From social media to new web-based technologies, talent is an area on the move. There’s never a bad time to look at your processes and technologies and talent programs, but as the talent markets tighten, this is a particularly good time.
How we can help
Deloitte delivers broad talent solutions, with sector-specific experience, integrating insights from human capital, technology, real estate, risk, and tax. In addition to our technical knowledge and global network of skilled practitioners, we practice what we preach as an award-winning employer cited frequently for our achievements in workforce and career flexibility, diversity, and engagement.
Our services include:
- Talent and workforce strategies and analytics
- Talent processes (across the employee lifecycle from recruiting through performance management, compensation and benefits, and succession planning)
- Learning and leadership development
- Workplace transformation (workplace of the future and telework solutions)
- Global mobility and international assignments
- Talent operations and technologies
- Talent risk and compliance
- Innovative solutions including employer branding, Mass Career Customization, and the use of social media
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