Workforce and Talent Management
Definition
"Ensure organizations have the right people, with the appropriate skills and knowledge, in the correct roles to support its business objectives."
The practice must:
- Ensure continual alignment of workforce and talent management to organizational business strategy
- Ensure motivated and competent people effectively contribute to organizational objectives
- Ensure administrative processes support the organization's strategy and objectives
Key Terms
Employee: Any individual engaged to work within an organization.
Employee journey: The complete end-to-end experience that an employee has with the organization through touchpoints, relationships, and interactions.
Employee persona: A fictional yet realistic description of a typical or target employee of an organization.
Culture: A set of values shared by a group of people, including expectations about how people should behave, and their ideas, beliefs, and practices.
Processes
Organizational Planning
- Strategic analysis
- Service value streams analysis
- Organizational design
- Initiate and monitor organizational changes
- Organization monitoring and review
Employees' Journey Management
- Analyse workforce requirements and identify employee journey model
- Verify and adjust the employee journey model
- Follow the model
- Manage exceptions
- Review the employee journey models
Talent Management
- Define a competency vision
- Assess competency
- Plan development and optimization
- Steer the development programme
- Manage exceptions
- Review competency development programme
Key Metrics
| Metric | What it measures |
|---|---|
| Strategic objectives supported by workforce and talent approach | Strategic alignment |
| Satisfaction with workforce management | Stakeholder satisfaction |
| Plans affected by workforce or skill gaps | Risk indicator |
| Attrition rate and exit reasons | Retention |
| Employee satisfaction | Engagement |
| Time to fill roles | Recruitment efficiency |
| Skill development progress | Capability building |
| Staffing vs. service demand | Capacity planning |
| Critical position coverage rate | Business continuity |
| Diversity metrics | Organizational health |
Key Roles
- Human resource manager
Recommendations for Success
- Share workforce management between HR and line managers (not HR alone)
- Prioritize employee experience and satisfaction
- Align workforce and talent strategy with organizational goals
- Balance quick wins with long-term development focus
- Use technology wisely but keep the human touch
- Simplify employee journeys
Software Tools
- Analysis and reporting tools
- Learning Management System (LMS)
- Talent management and HR tools
- Collaboration and communication tools
- Survey tools
- Workflow and task management tools