In this competitive age, managing talent is no more a choice but an obligation for growth and sustainable operations. After years of research and study of global systems, we have designed Leadership Pipeline Management (LPM) for the local environment.
People are the key to any organization; also, Talent Management is critical for the organizations. To hire exceptional people and to manage and to retain them, companies need to redesign their talent management systems and strategies. We can help you achieve this milestone through the best-in-class approach.
Critical Questions
- Do you have a Talent Management strategy currently?
- What is your talent acquisition strategy? Is it aligned with your organization’s future goals?
- What is the status of your talent pipeline?
- Do you hire proactively or reactively?
- Do you have individual development plans for your employees?
- Does your managers provide coaching to their team members?
- How do you identify development opportunities? Is this process aligned with global best practices?
- Do you want to know what are global best practices in Talent Management are?
- Do you know what are the gaps in your Talent Management system?
- Do you want to upgrade yourself to the best in class talent management systems?
Approach
Content
Process
Impact
Approach
In knowledge economy, Talent is a scarce commodity. If future leaders are not identified, developed and retained, organizational sustainability is seriously threatened. To ensure continuous supply of leadership we develop customized Leadership Pipeline Management tool.
Content
LPM has four generic areas:
- Strategic and Capability Issues; Alignment of LPM with Company’s strategy is the forefront of this system. It also provides the business case for LPM.
- Identification of Talent; is done through combination of Potential and Performance of employees. Assessment is done based on past performance and future potential.
- Succession Planning; critical positions are identified and suitable employees are earmarked for planned and unplanned moves.
- Individual Development Plans; are prepared for ‘listed’ employees. We use the concept of Horizontal and Vertical loading.
Process
Functional capability groups are formed with at least one member as functional expert. The group reviews the talent pipeline through past performance and future potential of employees. Based on the suitability bench strength is made after assessing readiness for next levels and current estimated ultimate potential.
Individual Development Plans are made for job enrichment and perspective broadening. Progress is monitored on periodic basis.
Impact
Leadership talent pipeline is considered backbone of 21st century’s corporation. LPM not just identifies the hidden talent but planned development is done in a way to minimize talent loss and maximum talent retention. LPM creates positive impact on Employee Engagement and cultural aspect.
