Case Study - Talent Management
Client Need
A large iconic Australian organisation identified that
a shortage of suitable successors to key leadership roles
was likely to impact the business adversely. Some of the reasons
for this situation included a large projected number of retirements
in a mature workforce and a gradual de-layering of the organisation
that had removed many traditional feeder positions.
CompAssess Solution
CompAssess and the organisation entered into a dialogue as
to the available options. From these exploratory discussions,
CompAssess was engaged to develop a talent management strategy
that was executed in the following ways.
Existing competency profiles were analysed and reviewed and
through a consultative process updated and augmented to better
reflect the 'make or break' competencies for the
most senior through to middle management roles.
The endorsed competency profiles were used as the platform
for custom-designed developmental assessment centres that
provided opportunities for individuals meeting minimum criteria
to demonstrate their potential to develop into more challenging
and senior roles in the business.
Diagnostic processes including assessment centres were implemented
across the organisation to identify the size and nature of
development gaps between current capacity and the required
competence to operate at more senior levels. Subsequent development
plans provided the path for individuals to close the gaps,
with the support of their manager and human resource professionals.
A strong focus has been placed on the follow through of development
agendas with structured reviews being conducted periodically
to demonstrate progress in targeted areas. Group data has
been aggregated to identify the overall bench strength and
organisation development gaps. This, in turn, is has lead
to the development of a number of strategic organisation development
initiatives designed to close targeted gaps.
Outcome
There is a high level of confidence that the business is prepared for the challenges of tomorrow
from the perspective of leadership continuity. The talent management strategy has built a strong
leadership pipeline to ensure smooth 'generational' changes of leadership drawn from high potential
staff, thus reducing reliance on the external labour market.
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