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