Case Study

Designing an Approach to Talent
Development for the Future

Case Study

Designing an Approach to Talent
Development for the Future

History

The client was the largest division of a Fortune 500 global construction and energy manufacturer who wanted to review and revise current talent, career development and diversity and inclusion strategies to compete in a challenging marketplace.

The Process

✔   Met with the client (Chief HR Officer for the Division and her team), and reviewed documentation to assess and evaluate the organization’s talent management, career development, succession planning, high potential identification, rotational programs and diversity and inclusion strategies, tools, trainings, communications, data, surveys and other sources to obtain a comprehensive snapshot of the current state

✔  Obtained feedback from business clients as to their perceptions and experiences with the current state of the approach to these topics

✔   Analyzed and provided a detailed assessment of current practices and Identified updated approaches, research, tools and marketplace advancements to implement within the Division

The Results

►  Developed work streams and detailed action plans to implement these talent, development and diversity and inclusion tools and strategies (examples include: high potential identification and development tools, development plan templates and toolkits, customized career development options for production employees, a roadmap to build a diverse and inclusive work environment)

►  Facilitated a follow up session with business clients to obtain feedback and insights on the value and impact of these new tools, processes and action plans; identified skillsets of the future needed by the business to compete in the marketplace

►  Provide ongoing support and feedback as new talent tools and strategies are implemented and embedded

History

The client was the largest division of a Fortune 500 global construction and energy manufacturer who wanted to review and revise current talent, career development and diversity and inclusion strategies to compete in a challenging marketplace.

The Process

Met with the client (Chief HR Officer for the Division and her team), and reviewed documentation to assess and evaluate the organization’s talent management, career development, succession planning, high potential identification, rotational programs and diversity and inclusion strategies, tools, trainings, communications, data, surveys and other sources to obtain a comprehensive snapshot of the current state

Obtained feedback from business clients as to their perceptions and experiences with the current state of the approach to these topics

Analyzed and provided a detailed assessment of current practices and Identified updated approaches, research, tools and marketplace advancements to implement within the Division

The Results

►  Developed work streams and detailed action plans to implement these talent, development and diversity and inclusion tools and strategies (examples include: high potential identification and development tools, development plan templates and toolkits, customized career development options for production employees, a roadmap to build a diverse and inclusive work environment)

►  Facilitated a follow up session with business clients to obtain feedback and insights on the value and impact of these new tools, processes and action plans; identified skillsets of the future needed by the business to compete in the marketplace

►  Provide ongoing support and feedback as new talent tools and strategies are implemented and embedded