Talent Management Life Cycle

Talent Management Life Cycle

Strategic and Operational Support Throughout the Entire Talent Management Life Cycle


ATTRACT - Building the right team is a leader's most critical responsibility.  Get the right people in place, and performance soars.  Make a hiring mistake, and it may drain your resources for years. How are you reaching out to job candidates in your markets?  Is your pursuit of new talent reactive or preemptive?  How can you strengthen your own internal recruitment operation to better deliver the talent your business needs?  We can help you: Assess your current internal recruitment capabilities, and design improvements, Define your employer brand, Develop job advertisement strategy, Implement applicant tracking systems, Develop internal referral programs so your employees recruit for you, Train your managers in behavioral interviewing techniques, Vet recruitment agencies.

DEVELOP - The best managers love developing their people and spend a significant part of their day doing so.  For today's knowledge workers, more than ever development is high on the list of reasons to choose and stay with an employer. Do you know where your employees want to take their careers?  How are you helping them get there?  We can help you: Learn how to develop others, Develop yourself as a leader, Distinguish development needs from other drivers of low performance, Conduct training needs analysis, Design learning interventions for individuals and teams, Train you and/or your managers in performance management, Implement performance support systems, Establish relationships with third party training providers in your markets, Provide TRACOM Social Styles training for your employees, and Establish an English language learning program for non-native English speaking employees.

ENGAGE - According to Gallup, only 30% of American workers are actually engaged at work - surveys in other countries show similar results.   The employer-employee relationship is going through drastic changes, driven by factors such as demographic shifts, free-agency employment models, and increasing skills shortages.   The battle to succeed in the modern marketplace is both intensified and impeded by the break-neck pace of change and constant deluge of digital information.  While leaders worry about market share and winning or retaining customers, employees more than ever are feeling sidelined. We can help you: Take your team's or organization's pulse to identify strengths and opportunities in your employee engagement practices, Analyze and improve your organization's employment value proposition, Partner with leaders to prioritize and develop action plans to improve employee engagement, Facilitate a dialog with your employees to help you make your organization a better place to work

RETAIN - When you develop, engage and reward your employees, you hope they stick around on their own, and they often will.  Managers who are in tune with their employees can usually tell when someone is thinking of taking off.  There are many hidden economic, organizational, managerial, job and personal issues that can either solidify or sabotage an employee's intent to stay.  If you feel you're getting nowhere with your efforts to reduce turnover in your organization or on your team, we can help you pinpoint the issues. We can help you: Learn to have "stay interviews" instead of just exit interviews, Develop realistic career tracks, based on solid job descriptions and competency models, so employees can see a future of progression in your organization, Ensure your performance management system supports open and non-punishing dialog with your employees with a focus on their development and success, Effectively deal with toxic employees who are spreading negativity, Understand and leverage your own role in employee retention, Build on your employees' strengths and work around their weaknesses so they enjoy their work more and are more effective, Improve communication strategies and systems to ensure nobody feels "out of the loop" and Improve management of big organizational changes to keep everybody "on the bus."