Does your organization have a people strategy? If so, how is it measured, managed, and improved upon over time? Who’s involved? Are key stakeholders – representatives from Operations, Finance, HR, Facilities, Legal, etc. – contributing to such decisions? Is there a formal governance body or is talent strategy put together inconsistently year-to-year by a select group of HR leaders? If there is formal governance body determiningpriorities, ensuring strategies are carried out, and facilitating ongoing communication?
As organizations gain an ever-increasing appreciation for the critical importance of coherent, systematic talent strategies, the means in which such strategies are formulated, measured, and managed need to be better understood. In other words, effective talent strategies can’t be put together by HR alone, or by HR facilitating a series of interviews with business leaders. There needs to be a more formal, systematic way of identifying opportunities, setting priorities, and measuring and managing the implementation of talent-related initiatives. This is where Talent Governance comes in: Talent Governance helps ensure talent strategies include key stakeholders, consider diverse perspectives, reduce business risk, and achieve desired outcomes.
TSI helps form and facilitates Talent Governance bodies (e.g., Talent Committees). We offer proven processes and tools, along with thought leadership and talent process consultation. In the end, we help organizations ensure its talent, and the management of related processes, serve as true sources of sustainable competitive advantage.
Learn how to make this happen in your organization by engaging TSI in an in-house workshop or direct consultation. Click below to learn more.