Managing a highly diverse and changing workforce has created new challenges for senior leaders. And as today's organizations continue to undergo drastic changes as well, new requirements for managing a productive workforce are presenting important questions about how people fit into overall corporate strategy. Companies that are seeking to align their people strategies to organizational imperatives must now commit themselves to implementing a complete talent management approach.

Also referred to as "succession management", this process of taking proactive measures to ensure the long-term success of your business operations requires a holistic approach to integrating what once used to be very separate and distinct Human Resources functions. This is not just a fad, or "flavor of the month" program, in today's organizations though. In fact, 77% of the HR professionals surveyed by the International Association for Human Resource Information Management (IHRIM) last year stated that talent management will only increase in importance over the next 3 years. (IHRIM & Knowledge Infusion, 2006 Talent Management Survey) That means that senior leadership will - or at least should - be placing much more attention on their people moving forward.

After spending hundreds of millions of dollars implementing new operating systems and redesigning core business processes, senior leadership seems to have finally realized that it is their people

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who make these systems and processes work. So they are now asking all employees, including management and staff, to become strategic business partners in managing - and streamlining - business operations in order to meet their organizational objectives. If they are successful, these performance improvements will produce higher quality products and services while oftentimes reducing overall operating costs. These benefits will not be created overnight though. It will likely take quite some time - too long for some leaders - to produce these anticipated benefits.

To be successful then, leaders cannot have a short-term focus. And providing employees feedback only once a year during their annual performance reviews is not enough! To help your employees succeed - and stay committed to the organization - you must start at the beginning of the employee life-cycle and create a positive climate by providing continuous opportunities for development and helping your employees manage their performance on an ongoing basis. For this reason, Plus Delta's methodology for leading Talent Management initiatives includes an extensive plan for addressing key business challenges in the following areas of focus:

		Recruitment and selection - Identify best practice procedures to enable the effective sourcing of qualified candidates and smooth transitions for new employees once they are hired
		Training and development - Design and implement extensive programs, including instructor-led workshops, computer-based training, and one-on-one mentoring, to support the ongoing development of a productive workforce
		Performance and succession - Establish a process for setting performance goals, conducting appraisals, career pathing, and creating a coaching culture to encourage performance improvement and groom your next generation of organizational leaders
		Rewards and retention - Develop comprehensive pay systems and incentive programs to motivate your employees and drive the long-term retention of your high-potentials and other top performers
		Systems and processes - Utilize advanced technologies and document consistent policies and procedures to establish efficient business practices that enhance organizational performance

Talent management requires continuous efforts to engage managers and employees in regular coaching, training, and development efforts. With focused attention to attracting, developing, and retaining your talented workforce though, you will be better able to compete in today's competitive marketplace by engaging your employees in managing the success of the organization.

Can Plus Delta help you improve performance by developing an integrated Talent Management strategy? Please contact us directly at (866) PLS-DLTA or send us an email at info@plusdelta.net to find out more about our proven approaches in this area. You can also visit the Talent Management page of our website to learn more about how we help our clients attract, develop, and retain their top talent.

Note: This feature was originally published and distributed in Plus Delta Consulting's e-newsletter in February 2007.