How we can help

Manage your talent

We can help you rethink your entire people strategy and assess the effectiveness of your HR function, in light of the profound changes now taking place in the talent arena.

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Make reward strategic

We can help you make your reward and compensation strategy truly strategic by developing market-driven total compensation programmes that meet all your employees’ expectations while meeting good governance standards and satisfying external reviewers.

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Get the best from people

We can help you get the best from people at every level by structuring your organisation with the right capabilities and leadership to execute your business strategy.

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Measure for improved performance

We can help you develop human capital measurement and benchmarking solutions that address your organisational challenges and inform your business and HR strategy.

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Manage risk and compliance

We can help you understand and manage the tax and compliance risks inherent in global talent deployments.

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Leverage technology and efficiency

We can help you put the right people in the right locations, at the right times in a cost effective and efficient way.

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Deploy your talent strategically

We can help you deploy your talent globally to make sure you have the right types and levels of talent in the right places, while meeting local regulations.

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Getting talent right

Finding and retaining the right talent, and simultaneously managing costs, is a perennial challenge for businesses of every size in every sector worldwide. The competition for talent is as fierce as ever, as the global population ages, the nature of work changes and companies look for the skills they need to grow.

Many organisations also lack the sort of information they require to make informed plans and decisions – e.g., information about returns on investment in human capital, staff productivity and employees’ views.

What does this mean for your business?

Tackling such issues successfully involves adopting a more strategic approach, based on a powerful employer brand. With better information, companies can also identify the kinds of skills they need, and where they need those skills, to realise their short- and long-term plans.

One key step is to embed and integrate workforce planning into business planning from the start, rather than treating talent as an afterthought. This demands strong board support on talent sourcing and management, and close on-going collaboration between HR and the business.

Put simply, managing and capitalising on talent is no longer a role that can – or should – be left to the HR function alone. Talent strategy and business strategy must go hand in hand. Otherwise, there’s likely to be a big gap between what you aim to do and your ability to do it.

View our latest Talent research and insights


Metals Deals: Forging Ahead 2015 outlook and 2014 review

Welcome to Metals Deals: Forging Ahead 2015 outlook and 2014 review, PwC’s annual analysis of deal activity in the metals industry and our outlook on the prospects for dealmaking in the year ahead. We also take a regional look at what is happening in the main markets around the world.

Feb 23, 2015


A new take on talent

As industry transformation and disruption gather pace, financial services CEOs are more concerned than ever about the limited availability of key skills.

Feb 19, 2015


The PwC Family Business Survey 2014

Explore growth, succession and global trends impacting family businesses today.

Oct 15, 2014


The Future of Work – A journey to 2022

What will the future of work look like for businesses, workforces and HR? How will you make sure you are not swept along into 2022?

Jun 23, 2014


We the urban people

Demographics are a knowledge tool around which policymakers in business, government, and education can understand the flow of emerging needs and can develop strategies to advance the well being of urban people and communities.

Jun 16, 2014


Remoulding your workforce for a new marketplace

Have you got the right people, with the right skills in the right places? Find out in PwC’s Global CEO survey.

May 28, 2014


Adapt to survive: How better alignment between talent and opportunity can drive economic growth

How does hiring the wrong talent impact the global economy, and how can an adaptable workforce increase productivity, reduce costs and boost employment levels? Explore interesting findings from PwC/LinkedIn talent data.

Apr 8, 2014


Women’s progress stalls – “we need to solve the culture challenge”

Progress in women’s economic empowerment has stalled since the financial crisis – that’s the headline message from PwC’s ‘Women in Work’ index.

Mar 14, 2014


17th Annual global CEO Survey: Industry Focus: Capital projects & infrastructure

In this year’s CEO Survey, infrastructure executives are more optimistic but still concerned about the public sector’s ability to deliver. Creating a skilled workforce is a top priority.

Feb 12, 2014


17th Annual global CEO Survey: Industry Focus: Transportation & logistics

In this year’s CEO survey transportation & logistics CEOs are more optimistic. They’re focusing on developing the workforce and improving their environmental footprint.

Feb 12, 2014