An established talent management strategy identifies, retains, and develops talented employees. Talent management therefore also includes activities for employer branding, employee retention, and the targeted employee development of high-potential employees.
In cooperation with ime, we work with you to define the set of tools that are necessary for the successful implementation of effective talent management. After the initial work required in the introduction and implementation of talent management, our clients are then able to carry out processes independently.
Developing high-potential employees
Relieving pressure off the externally directed recruitment process
Nurturing talent who already identifies with the company’s values
Securing know-how within the company
Successful filling of key positions with internal applicants
Ensuring a goal-oriented process
Sensible compilation of requirements management
Reduction of external recruitment costs
Competence management as a framework
Structured interviews
External and self-assessments
Personality profiles
Intellectual tasks
Psychometric analyses
Analysis of internal and external recruiting strategies: Which skills are required? Which profiles can be developed internally? What efforts should be made to find appropriate profiles on the labor market and to attract people to the company?
People who have been identified as high potentials are specifically developed and prepared for new tasks.
Forward-looking succession planning for key positions: Who is eligible for which key position today or can be developed to take on such roles?
Review monetary and non-monetary performance incentives - retention management for internal service providers.
Closing gaps with special effort.
Evaluation of progress after 6 and 12 months and derivation of further findings and optimization possibilities.
