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

Talent Life Cycle Management

The Organizational Plan

  • 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.

The Recruiting Plan

  • 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.

The Development Plan

  • 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.

The Retention Plan

  • 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.

The Assessment Plan

  • 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.

The Outplacement Plan

  • 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.

The Feedback Loop

  • 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.

Learning Programs

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Products & Assessments

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