Talent Management

Talent can be an organisations greatest asset or liability. The good news is that whether it is the former or the latter it is entirely within management’s control. The organisational landscape is changing rapidly and the drivers of economic value are being redefined. Increasingly the people factor is becoming an important driver of revenue. With highly skilled people exiting the workforce, generational shifts changing employee expectations and a more diverse and distributed workforce, to manage talent has moved to top of the business agenda. Businesses must tackle the complex talent issue and determine how to deploy the right talent with the right skills at the right time.

Our approach
PwC believes that getting the best from people at every level of the organisation requires having a talent platform for growth that ultimately builds a talent bench as a competitive strength. To maximise talent effectively the approach cannot be reactive, it must be future oriented and proactive. An organisation strategy for talent needs to be a holistic, integrated approach that connects all the talent processes, ensures alignment to business imperatives, allows for agility to meet changing business needs and delivers impact and value that is sustainable.

Where does talent management apply?

• Within a large engagement
• Mergers
• Regulatory scrutiny
• Large scale technology investments
• Accelerated growth
• Economic downturns
• Rightsizing
• Transformational change
• Talent management as an area of focus on its own

• Talent assessment and strategy
• Strategic workforce and planning
• Organisational design
• Competency design
• Talent acquisition
• Succession management
• Leadership development
• Learning
• Total rewards
• Performance measurement