Tailored Talent Model for Promoting Organizational Excellence

Talent model provides a structured framework for aligning employee capabilities, roles and development paths. It supports decisions on talent decisions ranging from talent acquisition, career development, succession planning and retention.

BACKGROUND: 

The company was an emerging player in the public sector digital transformation space. The team comprised experienced people in their respective domains. The organization felt the need for a talent model to create a structured approach for aligning the team’s capabilities with the company’s strategic growth objectives. By implementing a tailored talent model, the organization aimed to enhance talent acquisition processes, streamline performance management, and foster continuous employee development. Ultimately, the goal was to build a resilient workforce that could adapt to changes, maintain high levels of engagement, and drive long-term success for the company.

OUR DIAGNOSIS: 

While the company had established itself as an emerging leader in public sector digital transformation, it identified opportunities to strengthen its talent management strategy. By implementing a standardized system for assessing and nurturing talent, the organization recognized the potential to more effectively highlight top performers and provide tailored support for growth. Additionally, enhancing structured career development pathways would help keep employees engaged and motivated, fostering long-term retention and a positive work culture.

SCOPE: 

The initiative focused on analyzing job descriptions, developing a competency framework, and outlining diverse career paths to accommodate different skills and backgrounds. It required close collaboration with HR, department leaders, and employees to ensure that the talent framework was seamlessly integrated and aligned with the company’s overall strategic goals.

OUR APPROACH: 

• We conducted interviews and surveys with key stakeholders, including HR, department heads, team leads, and employees, to gather insights into current job roles, required skills, and the challenges employees face in career development.
• Worked closely with the individual role holders, department and organizational leaders to define the competencies and skills required for each role.
• Job descriptions were revised and standardized to ensure clarity, consistency, and alignment with the newly defined competency requirements. 
• These role and competency descriptions were subsequently used to establish Key Result Areas (KRAs) and Key Performance Indicators (KPIs) for each position.
• Designed flexible career progression paths to support different growth trajectories, including lateral moves, leadership paths, and specialized roles.
• The new framework was then introduced through a series of workshops, and its benefits and objectives were communicated to the entire organization via company-wide announcements and discussions.

OUTCOME: 

• The talent model established a more structured, transparent, and flexible framework designed to identify, develop, and nurture talent across the organization.