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Organization Transformation & Talent

Changes in the business often call for organizational changes as well. New products and services, market expansion, evolving strategies for growth or positioning, new technologies, new leadership, a merger or acquisition — most business shifts require an organizational response to align business objectives with the organization’s structure, culture and talent.

We help you make the vital connection between what the business is striving for and the organization and talent necessary to achieve it. Leaders have to agree on priorities and direction, and then communicate this vision to employees. People at all levels and in all functions have to be ready, able and willing to drive execution and support the business strategy. The organization has to be set up to provide the proper support, including the right organizational structure, right technologies, right processes and right tools. Our team combines deep transformation experience with practical business sense to help you bring all these factors into alignment and keep them working together to achieve and sustain meaningful, business-driven change.

More Featured Insights

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    Plan sponsors responding to Deloitte’s Annual Defined Contribution Benchmarking Survey report an encouraging six percentage point uptick in the average employee participation rate, which rose from 71 percent in 2012 to 77 percent in 2013.
  • Inside the Structure of Defined Contribution/401(k) Plan Fees, 2013
    Deloitte Consulting LLP and the Investment Company Institute looked closely at the drivers of plan fees, specifically calculating an “all-in” fee that captures administrative, recordkeeping and investment-related fees for comparison and analysis.
  • Global Human Capital Trends 2014
    CEOs and HR leaders see talent as a major challenge to growth. Where should you focus? Our survey of 2,500+ organizations in 90+ countries reveals 12 critical trends shaping the human capital agenda.
  • 2014 global top five total rewards priorities survey
    In its 20th year overall (2nd year globally), the 2014 global top five total rewards priority survey finds employers still feeling the effects of the global talent squeeze. Finding, motivating and retaining talent remain the top HR challenges despite persistent unemployment.
  • Disrupting the CHRO: Following in the CFO’s footsteps
    Much as CFOs evolved from their money-counter roots to become the CEO’s close strategic partner, CHROs are on the cusp of a transformation. It’s a role with administrative origins, focused on an asset whose scarcity has become among the biggest constraints on corporate growth.

Global Human Capital Trends 2014
Engaging the 21st-century workforce.

More Dig deeper

  • 2013 Study of Economic Assumptions
    Read the report.
  • Deloitte Dash
    Stay on top of key issues in minutes.
  • Talent Edge 2020 - Building recovery together
    What talent expects and how leaders are responding.

Meet our people

  • Marc Kaplan
    Principal, Deloitte Consulting LLP

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