Too often, talent spend is not linked to business strategy. To get the most out of any talent investment, there has to be a strong alignment between business strategy and human capital strategy. Providing stakeholders with a three-year, outcomes-based human capital strategic plan clearly linked to business strategy will align activity, investment and focus.
To create a transparent connection between business and HR priorities, it’s important to recognize all the factors that have an impact, including workforce and organizational design, acquisition and development, leadership and culture.
Our approach walks clients through steps such as:
An engaging leader profile is built through the leader’s guiding beliefs, displayed behaviors, and critical experience.
