In a previous article we looked at the importance of aligning your talent management practices with your business strategy, and how to evaluate it. This alignment makes it possible for your organization to achieve its goals without veering off track.
Next step: your talent management plan.
The most effective plans include a structured, methodical and measurable framework for organizing the key areas to be addressed. This Talent Management Framework will organize and focus your talent actions and solutions to best meet your strategic needs.
In this article we offer The 6 Talent Pillars model as your framework. Developed by Talent Driven Value, using over twenty years of global HR experience, this approach has been successfully applied across organizations from various industries, of different sizes and in markets around the world. Use this framework, and these articles, to create your own robust talent management plan.
The 6 Talent Pillars is a framework of talent management categories, each supporting a grouping of talent objectives. As with any pillar they are made up of individual building blocks. These blocks will differ from one business to another, and have overlap and interdependencies.
Your business is unique – your business strategy is unique – and the building blocks required to create the pillars for this will be specific to you. Applying this framework to you talent planning will also ensure that it is an integral part of your business and the strategy – not simply another HR initiative.
Taking this analogy one step further, the cement holding these building blocks together is leadership and the culture driven by leaders within the business. We’ll explore this further in future articles.
The 6 Talent Pillars
These individual categories will be recognizable to you; however, they are likely to be interpreted in different ways. The descriptions below clarify each pillar in the context of this model and its associated diagnostic tool.
Business Strategy Alignment – This reflects a direct link to the business strategy and the talent related elements that enable the strategy or overcome hurdles to delivering the strategy. It is not an outcome of the strategy but one of the determinants of what the strategy is. It has the robustness to measurement of relevant outcomes as other aspects of the business strategy.
Organization Design – Here we are not only looking at the structure of the organization and the hierarchy. We are addressing processes that exist across the business: handoffs, tools, quality systems, financial mechanics etc. These directly impact decision-making, collaboration, customer satisfaction, employee engagement and ultimately the success of the organization.
Talent Resourcing – The ability to meet current and future talent needs is dependent on a robust internal and external talent pipeline. This can only be built where talent identification becomes a way of doing business rather than simply a process to be delegated.
Learning & Development – Clearly building on talent resourcing, effective L&D solutions create a learning environment where experience, collaboration and broader capabilities are developed in individuals and within the organization itself. Evolving needs and challenges encountered by the organization in delivering its strategic goals can be met through these.
Organizational Performance – A culture of performance is broader and deeper than performance reviews. This culture reflects business measurement systems: the way things are done in the business; the way client expectations are met; how managers and employees keep commitments; and how people respect and behave with each other in order to be exceptional.
Reward & Recognition – Reward and Recognition is one of a number of elements in attracting and retaining great talent. Recognition takes many forms. Individuals and groups respond in different ways to different combinations of these. They are more likely to be highly engaged when they are recognized in a way that reflects their contribution, their impact on necessary and key business objectives, and their unique skills in driving the business to success.
The 6 Talent Pillars framework is designed to support your talent objectives. In the next in this series of articles we will offer a robust planning process, and look at how to create your plan, one pillar at a time.