The Business Doctor: Optimising people plans for peak business performance
Unravelling the Talent 360 model
Joe Regan, Director at Moore Kingston Smith’s People Advisory team, has innovated a strategy for crafting people plans called the Talent 360 model that optimises people plans for peak business performance. This comprehensive model aligns seamlessly with business objectives, identifying skill gaps and priming businesses for sale by delving into eight crucial areas: compliance, attraction, recruitment, reward, recognition, progression, performance and retention.
How does the Talent 360 model work?
Our strategic People Advisory and HR consultancy experts lead in applying the Talent 360 model, starting with a half-day workshop. In this session, they examine all critical areas of your employee lifecycle.
Working alongside your teams, they question existing assumptions and rapidly understand any challenges and potential opportunities in your organisation.
After the workshop, they distil their findings and present recommendations. This exercise provides a distinct pathway to craft an effective people strategy that meets your business needs and cultivates a sustainable talent landscape.
Talent 360 model in action
Case study in media marketing services
Joe recently showcased a significant application of the Talent 360 model with a client in the media marketing services industry. The implementation of this model transformed the company’s talent management strategy step by step. An initial deep dive into potential issues and opportunities provided a complete understanding of the client’s unique needs.
Following this analysis, they drew up tailored recommendations to suit the client’s requirements. These ranged from enhancing the company’s appeal to prospective talent and refining recruitment practices to laying out a robust performance development plan.
They laid substantial emphasis on fostering a resilient company culture. This comprehensive approach not only upgraded the existing work environment, but also boosted the company’s appeal to potential talent, thus setting the stage for continuing business growth.
Vital role of succession planning
Joe emphasises that succession planning is a fundamental component of the Talent 360 model. Potential acquisitions often result in founders’ departure; thus, leadership teams must be ready for this change. An astutely planned succession ensures capable leaders are in place to steer the business forward post-acquisition.
Key takeaways
1. The Talent 360 model aligns people plans with business objectives effectively.
2. The Talent 360 approach paves the way for businesses to thrive through honed recruitment tactics and a vibrant company culture.
3. Succession planning is vital in preparing businesses for potential leadership transitions post-acquisition.
Let’s connect
Are you considering integrating the Talent 360 model into your business strategy? We’re here to help. Connect with us to discover how we can catalyse your business growth.
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