The Importance Of Talent Management Strategy At Porter Novelli

According to Senior Professional of Human Resources John Faure (1997), “a properly designed and skillfully conducted survey can reveal a wealth of information about employee perceptions that management can use to improve the workplace” (para. 3). Since employee engagement directly reflects performance, surveys are a great way to measure if the talent management strategy is effective. Third, interviews are a great way to extract quality information from users. Interviews can open up communication between the interviewer and interviewee. For example, whereas surveys have users answer specific questions, interviews allow the employee to provide additional feedback about the talent management strategy. This can provide the project team with

First, Porter Novelli blends the talent management strategy with the performance management strategy. Both strategies are aligned in order to develop talent by improving employees’ performance. Performance expectations are clearly stated so that employees understand what is expected. The company’s talent management strategy is effective for meeting immediate performance goals; however, focusing too heavily on performance for the short-term might hinder long-term objectives. The company should consider long-term performance objectives when defining performance

The leadership team and Chief Talent Officer created a talent management strategy that did just that. The CTO brought a Drotter “results-based” Leadership Pipeline approach to the company that focused its talent management and performance management efforts on achieving results that supported both the company’s client’s and organizational objectives. The talent management process is effective at clearly stating performance expectations, job requirements, and leadership accountabilities. Moreover, the new approach successful decreased employee turnover and attributed to the company’s financial success. However, the company should not completely exclude critical leadership competencies from the talent management strategy. There are important leadership competencies, such as motivating employees and learning capabilities that should not be