Top 5 Shortcomings of firms report strategy not clearly defined. 12% Fails to be communicated throughout organization 12% Hard to measure impact on the organization 11% Not readily actionable of firms report no alignment with business objectives 46% 37% YES strategy is somewhat aligned strategy is aligned Talent Strategy Firms Struggle to Align TALENT STRATEGY BUSINESS OBJECTIVES WITH 8% Lack of alignment between corporate and business units Organizations ought to begin increasing their alignment with business priorities, but this can only be driven by a well-formed and clearly articulated business case for the strategy. – Owen Sullivan CEO, Right Management President, Specialty Brands ManpowerGroup Retain high-value talent Plan and manage succession Insure future leadership BUSINESS GOALS ABOUT RIGHT MANAGEMENT Right Management is a global leader in talent and career management workforce solutions within ManpowerGroup. The firm designs and delivers solutions to align talent strategy with business strategy. www.right.com ©2012 Right Management. All Rights Reserved. JOIN THE CONVERSATION Right.com/blog ABOUT THIS RESEARCH DOWNLOAD THE FULL RESEARCH Right Management conducted a study of 628 senior manager and human resource professionals in North America representing 22 industries in the first quarter of 2012. • Benchmark your organization • Identify key impediments to implementation • Uncover the five key components of integrating your talent management strategy with your business strategy http://research.right.com/ talentstrategy Integrated Talent Management Strategy Respondents identified the following as the core elements of their organization’s talent management strategy: leadership development, employee engagement, talent acquisition, individual and team development, organizational effectiveness, and workforce transition.

Firms struggle to align talent strategy with business objectives

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While one-in-two organizations rank talent management as a top priority, only 12% of major organizations have a fully implemented talent management strategy, as found by our survey of 628 North American organizations. We explore this quandary of the desire yet lack of execution in creating a clear and actionable talent strategy and offer steps to avoid the formidable challenges implementing such a strategy presents.

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Page 1: Firms struggle to align talent strategy with business objectives

Top 5 Shortcomings

33%of firms report strategy not clearly defined.

12% Fails to be communicated throughout organization

12% Hard to measure impact on the organization

11% Not readily actionable

17%of firms report no alignment with business objectives

46%

37%YES

strategy is somewhat aligned

strategy is aligned

Talent Strategy

“

Firms Struggle to Align

TALENT STRATEGYBUSINESS OBJECTIVES

WITH

8% Lack of alignment between corporate and business units

Organizations ought to begin increasing their alignment with business priorities, but this can only be driven by a well-formed and clearly articulated business case for the strategy. – Owen Sullivan

CEO, Right Management President, Specialty Brands ManpowerGroup

Retain high-value

talent

Plan and manage

succession

Insure future leadership

BUSINESSGOALS

ABOUT RIGHT MANAGEMENTRight Management is a global leader in talent and career management workforce solutions within ManpowerGroup. The firm designs and delivers solutions to align talent strategy with business strategy. www.right.com

JOIN THE CONVERSATIONRight.com/blog

ABOUT THIS RESEARCHDOWNLOAD THE FULL RESEARCH

Right Management conducted a study of 628 senior manager and human resource professionals in North America representing 22 industries in the first quarter of 2012.

• Benchmark your organization

• Identify key impediments to implementation

• Uncover the five key components of integrating your talent management strategy with your business strategy

http://research.right.com/talentstrategy

Integrated Talent Management Strategy

Respondents identified the following as the core elements of their organization’s talent management strategy: leadership development, employee engagement, talent acquisition, individual and team development, organizational effectiveness, and workforce transition.