Strategic HR in Modern Times

Examine talent selection from a strategic perspective, applying the strategic talent selection framework to assess and align employees for future positions based on selection criteria, and costs of bad hires.

Define your talent selection strategy to align talent with future organizational design and criteria. Apply fishing-inspired tips: focus, tools, open mindset, to identify, assess, and match talents to needs.

Outline the key deliverables of a talent selection strategy and its measures. Track metrics like time to fill, time to hire, cost per hire, and post-hire quality.

Identify and apply core competencies—screening, interviewing, and onboarding—that add organizational value within talent selection, including analytical, communication, and relationship skills, supported by HR technology and analytics.

Explore strategic workforce planning, succession planning, and recruitment and selection shaping talent acquisition. Leverage HR technology and analytics for screening, onboarding, diversity and inclusion, and compliance with employment laws.

Define talent engagement as the mental and emotional connection employees have with their work, and explore its direct impact on retention, productivity, profitability, and stakeholder value.

Define the talent engagement strategy using the value delivery framework to strengthen employees' emotional connection and apply Maslow's needs to move the engagement pyramid toward camaraderie.

Explore key talent engagement deliverables such as employee pulse surveys, result analysis, and action planning. Enhance diversity and inclusion goals and elevate the employee experience with structured onboarding and recognition.

Explore the competencies essential for delivering the talent engagement strategy, including research and analysis, data analytics, report writing, solution design, and communication and engagement.

Explore talent engagement by examining organization design, onboarding, career and performance management, reward, and diversity and inclusion, plus surveys, focus groups, feedback sessions, and HR analytics tools to drive value.

Develop talent as a lifelong learning process that builds employees' knowledge, skills, and abilities to drive organizational success, utilizing coaching, mentoring, succession planning, leadership development, change management, and performance management.

Apply the value delivery framework to talent development by defining a strategy aligned with the organization’s strategy, personalizing training to build employees’ knowledge, skills, and potential for growth.

Define key deliverables for talent development, including career mapping, internal mobility, and employee learning, and measure success with Kirk-Patrick's five-step learning evaluation and performance development.

Highlight competencies for talent development across three buckets—career development, learning management, and performance management—covering emotional intelligence, ethics, negotiation, collaboration, critical thinking, instructional design, and technology savvy.

Explore how learning and development, leadership development, organization design, performance management, and competency management advance talent development, aided by HR analytics and learning management systems.

Explore the strategic subdomain of talent reward within the HR strategy model. Learn how total rewards—compensation, well-being, recognition, benefits, and development—align with organizational objectives using the value delivery framework.

Define a talent reward strategy aligned with the people strategy to design fair policies and illustrate how the capuchin fairness story shows that perceived fairness drives attraction, retention, and engagement.

Explore the key deliverables of a talent reward strategy, including total rewards research, benchmarking, compensation and benefits design, administration, and governance to attract, retain, and comply with market standards.

Explore the competencies to deliver the talent reward strategy, including quantitative analysis, payroll management, reconciliation and reporting, trend analysis, total rewards program management, vendor management, and HR systems and tools.

Investigate talent reward by mapping related processes such as corporate wellness, job evaluation, performance management, and rewards and recognition, and identify tactical activities and enabling HR technology and analytics.

Define talent disengagement as a lack of commitment, interest, and enthusiasm at work, and outline its consequences on absenteeism, accidents, and errors.

Define your organization's talent disengagement strategy to minimize productivity impact and preserve performance culture by addressing disengaged employees, whose costs include errors, exits, and lower service.

Learn how organization network analysis (ONA) visualizes communications, information, and decisions flow, identifies central connectors, boundary spanners, and energizers, and informs exit impact assessment to address talent disengagement.

Identify competencies in research and analysis to tackle employee disengagement. Develop communication and engagement skills, empathy, emotional intelligence, cultural sensitivity, and relationship building, to support pulse checks.

Identify career management, performance management, and exit management to address engagement. Leverage HR analytics with engagement surveys, feedback, reviews, organization network analysis, OrgMapper, and exit interviews.

Explore talent re-engagement by building corporate alumni networks to keep bonds with former employees, turning alumni into brand ambassadors, potential recruits, and future partners.

Define your organization's unique talent re-engagement approach by building a corporate alumni network that keeps bonds with former employees and positions them as brand ambassadors, potential hires, referees, or investors.

Implement an alumni community management process. Deploy HRIS-integrated software with single sign-on, groups, job postings, and a calendar of alumni events including networking, open innovation, and hackathons.

Outline HR competencies across event management, communication, community management, including event planning, budgeting, interpersonal, written and verbal communication, influencing, negotiation, relationship management, with HR analytics and technology tools.

Explore talent re-engagement through strategic workforce planning, alumni community management, brand standards, and event management policy, supported by HR technology and analytics.