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Annual HR Directors
Business Summit
Birmingham
31 January – 1 February 2017
SIG – FTSE 250 business
Building a Talent Strategy that supports
Engagement, Performance and Growth
Talent Management is an essential ingredient of every HR Strategy
• How do we develop and embed a strategy that invests in development while
being mindful of retention
• How do we reflect the individual’s skills and needs, as well as meet
business need?
• How can we ensure a tangible impact upon business performance,
engagement and growth?
4
Where do you start?
What is important?
Talent Management should drive engagement
Talent Management should drive retention
Talent Management should build for the future
Talent management must be integrated
Employer brand
Recruiting and selection
Induction
Goal setting and alignment
Career pathing and succession
planning
Workforce planning
Performance management
Engagement and retention
Culture
Learning and Development
Assessment
Analytics and reporting
Reward and remuneration
Strategy
Result
s
SIG – Exceptional People
Right structure – fit for growth and fit for the future
Right people – skills and capability
Right culture – engaged, aligned, living the values
Right levels of performance – ”raising the bar”
Right reward – driving alignment and performance
Exceptional
people
VISION AND MISSION
VALUES / HEALTH, SAFETY AND WELLBEING
My view
12
Recruit high and
offer competitive
packages
Provide a great
working environment
Offer good mix of
training and
development to
build skills
Use data and
analytics to
measure
results
Value people and
recognise
accomplishments
Build trust,
pride and
loyalty
Listen to employees –
give and get feedback
13
Talent - creating the conditions for success
Key messages
Talent strategy follows business strategy
Measurable results/outputs are key
An integrated approach is critical
Talent strategy should drive engagement
Maintain a future focus
Retaining talent – create conditions for success
Annual HR Directors
Business Summit
Birmingham
31 January – 1 February 2017
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