Talent Management and Succession Planning

Common characteristics are:

• Responding to an increasingly dynamic environment - Organizations recognize and respond not only to the changing leadership requirements of the business but also to the evolving needs of their high potential employees.
• Shifting from talent management to a talent pipeline – Many organizations fail when they base their talent management strategies on current business circumstances. Organizations whose talent processes look to the future and which understand how their business will evolve, ensure that when future leaders reach critical roles they then have the right skills to meet the requirements of the organization.
• Adopting a long-term development approach – Personal development is increasingly seen as a driver of retention. It is essential to take a long-term approach to talent management and invest in your people to develop them for specific roles rather than taking a short-term view and tactically hiring externally to fill short-term gaps.
• Developing a talent management culture - The talent management process needs to be owned by the board and senior managers, but facilitated by HR. This ensures actions are followed through and there is a continual realignment of roles and responsibilities to business needs.

Hemsley Fraser can support your talent management activity through the provision of a wide range of services:

• Future profiling – working with you to define the profile and competencies of high potential candidates capable of taking on future senior leadership roles.
• Assessment/ Development centers - designing, facilitating and reporting on interventions to either confirm the future leader groups and/ or scope their development needs.
• Development programs - tailoring learning solutions to meet the specific needs of your future leaders.
• High Potential/Succession Coaching - one to one coaching to develop the competencies of future leaders.
• Career Coaching - support for high value employees in the consideration of career options which highlight personal preferences and expertise as well as enhancing value to the organization.
• Employee/engagement diagnostics - implementation of diagnostic tools to determine the level of individual commitment and engagement within talent pools.