Talent Strategy Tips

How can you forecast future strategic demands more effectively?

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  download   Successful alignment of business objectives, talent strategy, and your change management system is important for improving how your organization forecasts and manages future demands. However, 75% of representatives from over 350 organizations report that they do not effectively align these areas. 23% of HR professionals cite that the reason for not aligning business objectives, talent strategy and change management is that they treat these systems as independent areas of the business, while 52% of HR professionals indicate that they do not use a collaborative enough approach to manage business objectives, talent strategy, and change management. Fortunately, there are ways to be more collaborative to enhance how you forecast for future demands. The following tips provide a couple of areas to get you thinking about…
  1. View business objectives and talent strategy from the “outside in.” Identify concerns, criticisms, and strengths of products and services from key stakeholders to implement strategy accordingly and create awareness, desire, and knowledge regarding the need for change to help execute change when the time comes. For example, if customer satisfaction is low then do you need to focus your talent strategy on bringing in more or different customer service reps? How will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
  1. Start a dialogue with employees, line managers, supervisors, and other relevant voices from the field. Discuss what products, skills, abilities, or other factors they see relevant to future demands to ensure your strategies align with the forecasted demands to help plan for and manage change over time. For example, if your line managers indicate you don’t have enough of the right skills to efficiently produce your products then should you focus on training and development? Again, ask yourself, how will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
Ultimately, there are countless ways to improve the alignment of your organization’s business objectives, talent strategy, and change management processes, but to create the foundation of a truly powerful organization you want to make sure you understand how business objectives influence talent strategy and change management processes to forecast for future demands. Remain aware of how change in one system impacts the others to ensure you create a collaborative approach – the systems are clearly not independent. download     #TalentStrategy_Faded_small
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Does your organization’s talent strategy align with its business strategy?

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  Aligning your organizations’ core business strategy and your talent strategy can have a major impact on the success of your organization, yet in a recent survey of 371 mostly HR professionals 78% indicated that they have not worked with key stakeholders to do so! Budget certainly plays a role in working towards these objectives, but a large number of HR professionals lack the knowledge to confidently implement a talent strategy that will align with core business objectives.  Below are some tips to get started:
  1. Communicate with your executives and key stakeholders to determine the core business objectives looking forward. ….Be sure you have a seat at the table!
  2. Find alignment between business and talent strategy to generate some “quick wins” and show the business how talent strategy can meet business needs. This will increase the confidence of executives and key stakeholders to increase the talent strategy budget.
  3. To drive the success of those quick wins be sure they are being translated to outcome relevant to the business. Can you determine the ROI of your talent strategy projects?
  4. Wash. Repeat. And make sure you are thinking outside-in! How is your talent strategy impacting your primary consumer? ….the business wants to know!
Four basic questions to ask to get started with your executives and your key stakeholders: horn
  1. What are the core business objectives?
  2. How is our talent strategy aligning with core business objectives?
  3. Are we thinking business related outcomes that matter to key stakeholders
  4. Can we think outside-in?
   

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