This site uses cookies to provide you with a more responsive and personalized service. By using this site you agree to our use of cookies. Please read our cookie notice for more information on the cookies we use and how to delete or block them.

Bookmark Email Print this page

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

  • 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.
  • The datafication of HR
    HR departments capture enormous amounts of data, but these typically stagnate in various systems and are rarely used for strategic purposes. It’s not that companies haven’t tried, with HR data warehouses and “HR analytics” teams that run reports. But the returns have been frustrating—until recently.
  • Predictions for 2014: Building a strong talent pipeline for the global economic recovery
    Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.

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

Share this page

Email this Send to LinkedIn Send to Facebook Tweet this More sharing options

Stay connected