Talent Management ::

Every organization today has to be deeply concerned about selecting and retaining competent, committed people - also known as talent. Accurately describing what talent looks like in a specific organization in specific jobs is the first major step in creating an effective approach to talent management.

Competency technology allows an organization to implement a Talent Management or HR system that integrates Staffing, Performance Management, Succession Planning, and Development in a way that increases the percentage of outstanding performers in the workplace.

(Clicking on one of the four boxes in the graphic below will take you to additional information about that area.)

Learn more about our competency-based approach to Intregrating HR and Talent Management Processes [179kb PDF] in a booklet that also describes how competency modeling can be used as a tool to drive organizational change by determining the competencies that will be required by the organization to reach its strategic plan.

Highlighted Application: Performance Management

Today's demanding business environment requires maximum performance from each person. Outstanding performers must be encouraged, supported and retained. Better performance must be drawn from average performers. And poor performers must be developed, reassigned to positions where they can be good performers, or be moved out of the organization.

Annual performance appraisals and quarterly progress reviews are not enough. Business organizations need to create a culture where coaching and feedback occur as a routine part of each workday, similar to what occurs with championship athletic teams. Members of sports teams receive both positive and negative feedback during practices and games, not just at the end of the year in a written performance appraisal. To win in the game of business, members of business teams must also receive clear direction, feedback and improvement advice.

More About Talent
Management:

"The War For Talent
Will Persist"

"There are three fundamental forces fueling the war for talent: the irreversible shift from the Industrial Age to the Information Age, the intensifying demand for high-caliber managerial talent, and the growing propensity for people to switch from one company to another. Since these structural forces show no sign of abating, we believe the war for managerial talent will be a defining feature of the business landscape for many years to come."

The War for Talent
Michaels, Handfield-Jones & Axelrod

Workitect helps organizations:

Design total performance management systems that are linked to work planning or goal-based systems.
Implement performance appraisal processes that give accurate feedback to people regarding their performance against agreed-upon standards.
Prepare the necessary communications and training materials fo implementation.
Examples can be found in Improving Human Performance [150kb PDF].

“The experience and insights of the Workitect consultants helped us to gain a true understanding of competency-based performance management and enabled us to begin the type of cultural change which can only come when an organization raises its honesty.”

Vice President, Human Resources
Manufacturing Company