1. Challenges we address:
• Positioning your people and
Talent Management
organization for accelerated growth
Creating a competitive differentiator through your people is more critical
• Identifying your high-potential
people and developing now than ever. Having a workforce that is optimized for the existing
that potential market challenges as well as properly poised for future growth will only
• Actively transferring critical get you through the rough times. More importantly it will also position
knowledge and relationships
your company to lead during the upswing. Successful talent management
• Engaging with your people to
understand and address issues is a key component to ensuring your people are aligned, optimized, and
and performance that affect ready for growth – ultimately creating a competitive differentiator.
productivity and innovation
• Aligning individual and group
incentives with appropriate What is Talent Management? Why Talent Management?
business goals Talent management is the process of There are several reasons for focusing
• Attracting and retaining enough supporting new and current employees on talent management. Some of the
qualified people at all levels to
through their entire careers with your more compelling include:
organization. This includes processes
meet your organization’s needs • Companies that invest in talent
and technology that support the
• Helping balance requirements company’s ability to recruit, hire, management practices are more
of multiple generations within develop, engage, and retain employees. likely to outperform their industry
your workforce By creating an integrated infrastructure peers, according to Integrated
(processes and technology) aligned to Talent Management, a 2008
• Creating a competitive differentiator your business strategy and supported study by IBM and the Human
through your people by solid organizational commitment, Capital Institute (HCI).
talent management becomes an important • With the constriction of the
* Source: CedarCrestone study revealed a strong correlation between organizations with integrated or mixed talent
differentiator to your business. worldwide economy, recognizing
the right people to retain, promote,
management solutions and operating income growth as measured over a two-year period. December 2007
and transition is critical.
Correlation Between Talent • Recruiting, retaining, and developing
high performing employees is
Management Solutions and essential to company success.
• The cost of filling the vacancy of a
Operating Income Growth* skilled technical employee has been
estimated to be as high as 120%
Partial or Complete of the yearly salary attached to
TM Solution that position (Talent Management
and Workforce Practices, 2006).
• Highly skilled and engaged staff
27% are often the only key competitive
advantage for a company
(The Tipping Point for Talent
Management – HCI, 2006).
No Solution
12%
Your People = Your Success

2. Talent Management
Framework Strategy
rd & E d u c a t e
boa Ut il
i ze
On &M “…highly refined sourcing and
H i re an
& recruiting, performance-based
ag
it
e
cru
coaching, and identification
Re
Me
of key competencies are the
n to
Acquire Deploy
r ce
r&M
Plan & S ou
processes which drove greatest
o t i vat e
Knowledge Talent Inventory Leadership
business results. Organizations
which integrate and optimize
Trans
lop
these processes can create a
Engage Develop
e ve
fo r m
high-performance culture,
&D
&S
a deep understanding of critical
ild
us
Bu
in
ta
Co ua
te talent needs and future shortages,
n l
nec Eva
t&E
nable Ass ess & and a clear view of the best
sources for new talent.”
Culture
Bersin & Associates report, “High-Impact
Talent Management: Trends, Best Practices,
and Industry Solutions” 2007
Our Approach
Define your talent inventory – Collect Refine your employee experience – Align with your environment –
all of your people’s personal data, skills and Improve how you acquire, deploy, manage, Determine how environmental factors,
competencies, experiences, and aspirations. and engage your employees throughout such as corporate culture and strategy,
We help companies determine what your their tenure. We help you assess your influence your people’s ability to effectively
inventory should include and how best to current processes and employee use their talents, as well as how these
break down the capture and segmentation experience, then architect the processes factors affect their employment
of these data. Done properly, this data and technology to better engage, measure, experience. We help companies define
provides visibility across your organization and monitor your employees’ experience. their environmental factors, then work
about your talent capabilities and needs. By understanding and improving your with them to change and align talent
employees lifecycle, you can increase and the lifecycle to best leverage those
retention, drive a more engaged workforce, elements. Helping companies to assess
and grow and improve in critical areas. and align their environmental factors
with their people ultimately ensures
a lasting, cohesive foundation.
About PeopleFirm
We are a consultancy passionate about our singular mission: helping
www.peoplefirm.com our clients achieve a competitive advantage through their people.
To that end, our service focus is:
PeopleFirm, LLC
People Strategy – We assess organizational investment options across all areas
related to people and talent management with the goal of selecting the best
2201 6th Avenue, Suite 1516 investment portfolio to drive the organization’s strategy.
Seattle, WA 98121
Talent Management - We help companies design and optimize their talent
606 East 10th Street management processes including the selection and implementation of software
Houston, TX 77008 solutions that support the employee lifecycle from entry to exit.
© PeopleFirm, All rights reserved.
o 206.462.6462
Adoption and Change Execution – We are recognized for our best practices in
f 888.651.1976 designing and leading change management and adoption efforts that accelerate results.
Your People = Your Success