The Glowan Consulting Group | Talent Consulting

Talent Management Consulting | Strategic consulting, training and human capital development programs

Defines the categories of people are you are going to need in the future to meet and/or exceed your business plans.
Defines the specific skills and skill levels required for each position.
Defines the job goals and standards for each position type.
Determines the average cost (salary & benefits) for each position type.
Quantifies how long each job type traditionally stays with the organization.

Based on the Organizational Plan, determines when to begin the recruiting process for job types in the business plan.
Identifies sources where you have been most successful in finding each category of employee.
Formalizes the process for initiating, approving and commencing a recruiting program.
Determines why candidates decide to join or not to join your organization and documents this information.

Ensures each job type has objective standards of performance and that career directions for each position can be clearly identified.
Ensures each employee has an individual development plan and that managers and supervisors hold direct reports accountable for achieving each objective in their plan.
Ensures every employee has a formal career plan.
Structures regular coaching sessions between managers/ supervisors and their direct reports.
Rewards managers/supervisors for achieving developmental success with their direct reports.

Aligns rewards and recognition systems with individual performance and development plans.
Surveys employees regularly to benchmark employee satisfaction and determine changes in attitudes and motivators.
Ensures action on survey results.
Rates and rewards managers/supervisors for successfully retaining qualified, successful employees as well as for making the numbers.
Ensures all key positions in your organization have a formal, active succession plan in place.

Ensures each employee is formally assessed periodically throughout each year.
Compares each employee to established standards, behavioral and cultural norms, and rates each employee within a job type against their peers.
Ensures that development plans are in place for all employees and that corrective action plans exist for under performing employees.

Determines when a job type is no longer required by the organization and moves to eliminate it immediately.
Determines when a job type has changed sufficiently to warrant a reassessment of the employees currently filling those positions.
Determines when an employee is no longer meeting requirements in a given job type, and moves to improve performance, transfer the employee to another job type or outplace the employee.
Determines why people are leaving the organization on their own and take steps to improve negative situations.

Design a feedback system that has input points throughout the employee life cycle and that captures relevant data, establishes trends and provides managers and supervisors with usable data.
Determine the most common reasons employees leave.
Build a database to identify and track trends.
Provide individual managers/supervisors with detailed feedback on employees who leave their areas of responsibility.

See our in-depth learning programs for your employee development.

Learn how to create a "learning environment" throughout your organization.