This is the core of your STM program. Here, we’ll help your organization turn Strategic Talent Management plans into a multi-year implementation. Based on the findings of phase one and building on organizational accomplishments already in place, a customized implementation framework is put into action with measurable outcomes and results.
Here are the important sub-steps:
1. Shape an inclusive culture
Your organization’s leadership will begin to learn to adopt a cultural Strategic Talent Management mindset. You'll blend your current culture--and how it already supports STM--with newer cultural norms and attributes to strengthen it. You’ll also implement plans to enhance STM through diversity and inclusive thinking development.
2. Align talent with strategy
We’ll help you to identify talent and align it with business needs. You’ll be able to benefit from sophisticated instruments to identify individual, team and organization-wide status and goals for improvement. Those results will be captured in one place: MR&Co.’s one-page Strategic Talent DashboardSM system for individual development and career planning. You will also learn to improve a wide range of hiring and retention approaches, including interview, recruiting, orientation, integration and exit processes.
3. Enhance leadership
You’ll be able to align the organization for optimal performance. You’ll put the right people in the right positions for individual, team and organizational performance. The result will be leadership teams that are more agile and customer-focused. The MR&Co. STM approach will introduce or build on formal leadership and professional development processes, developing leaders who can develop others. You’ll be able to select from a full range of customized group, team and individual development programs starting with senior leadership, building a process that works best for your organization and its leaders.
4. Manage succession and performance
The MR&Co. STM approach also includes an integrated succession plan using MR&Co.’s practical and systematic process. It starts at the top and works down throughout the organization, creating an organization-wide plan for multi-year talent management. Each individual covered in this program will be in his / her professional development. This means that your organization will have a talent pipeline and a succession plan, developing key leaders for key positions to ensure effective succession.