One way that companies are building talent is by moving towards integrated talent management (ITM). Research indicated that ITM provides richer developmental opportunities and career management at various levels and increases employee engagement and satisfaction. This allows companies to build a talent pipeline that will produce future leaders and address the following questions:
Does your organization have a performance management and succession planning process and tools in place?
Do they work as an integrated model?
Do you have the requisite tools to differentiate between the high potentials and the high performers?
Do you have a formal succession management system focusing on executives in the top three or four levels of the organization?
Do you have know-how to encourage the internal talent movement?
Does your organization have the capability or strategy in place to address the multi-generational or the cross cultural talent needs of your workforce?
We provide you the answer to all these questions. We provide an integrated talent management approach for our client’s talent management needs which are predicated on competencies as concrete and actionable examples of company values. We help define the leadership competencies and the associated behavioral anchors as an embodiment of the company’s definition of talent. We provide a unique approach which focuses on talent development throughout the employees’ life cycle and each of the four distinct career stages.
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