Strategic workforce planning
We work with you to connect the dots between your business strategy and how you align your people to deliver upon business goals, connecting talent considerations around having the right people, with the right skills, in the right places, at the right time and for the right cost. Our scenario-based methodology ties the analysis of workforce gaps into the talent strategy and planning, connecting recruiting, talent development, mobility and other talent processes to the workforce plan.
Recruitment and talent acquisition
We work with clients to support all aspects of their talent acquisition strategies including recruitment function transformation and data analytics to better understand and predict recruitment/talent acquisition needs, recruitment process outsourcing, and recruiting tactics such as gamification.
Learning and development
We have a dedicated team of L&D experts who have a wealth of experience in developing both the approach and content for learning curricula and in the selection of technology platforms and providers. We help clients think through innovative new solutions to developing workforce skills and behaviours – including applying lifelong learning concepts to overhaul traditional models and how to leverage cost-effective solutions such as Massive Open Online Courses (MOOCs) – and apply them to deliver business objectives by identifying and building targeted learning and development interventions.
Leadership and succession planning
Attracting and retaining high performers and the future leaders of an organization requires a thoughtful and proactive approach, offering those individuals rewarding development opportunities and a clear path to the next level. Leadership and succession planning provides the tools to manage this element of the workforce and minimise risk in leadership roles across an organisation.
We believe that robust performance management can offer benefits that are critically appealing to millennial workers and other stakeholders. These include: Career paths that offer a wide range of opportunities, differentiated reward and recognition outcomes, and a culture of high performance and real-time feedback.
Diversity and inclusion
Many organisations have identified diversity as a key element to driving innovation, improved working environments for employees and enhanced customer service. And, studies show that a diverse and inclusive environment drives outcomes and better business performance. Our global D&I framework identifies the four key components of developing and executing a D&I strategy, each of which must be considered at all stages of the talent lifecycle.