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Strategic Talent Management: Crafting 3-Year Roadmap for Business Impact and Stakeholder Engagement

Talent Management & Succession Planning can be a complex endeavor if we aim to complete everything within one year. 


This is because effectiveness of any roll-out is not dependent merely on HR capacity & capability, but also on the ;


  1. Capability of managers

  2. Commitment of leader

  3. Perceived disruption to business operations. 


Hence, it is always more important to break execution into smaller pieces based on business reality & stakeholder pain points. 


That's why it's important to diagnose area of opportunities to prioritize execution based on level of impact to business & stakeholder appetite. 


Then translating it into a 3+ years talent management roadmap which creates improvement progressively over a period of time. 


This manages stakeholder expectation and more crucially, our own (HR) expectation, enabling a more focused execution that make talent management effective (rather than making it a tick the box execution) & relevant to stakeholders' pain point.


Ps : Picture is a recent session involving collaborative effort between HR & their key business leaders (with PeopleHive Consulting as facilitator) in prioritizing action to develop 3-year talent roadmap. Business involvement = commitment & buy-in to make talent management work.



talent management roadmap
talent management roadmap


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