Strategic Talent Management

Impact

Enables the organisation to timely project talent needs and build a pool of talent
Enables the organisation to accelerate the development of leadership talent
Strengthens the organisation's ability to identify leadership talent at lower levels of the organisation with a cost effective approach

Overview

In order to support sustainable growth of your company you need to grow a net flow of talent that equals the free cash flow of your company as a minimum. Sirrah supports you in building a sustainable pipeline of talent by implementing an integrated talent management approach.

Traditional talent management often relies on external assessment centres. However, the true potential of your leaders cannot be disclosed in external assessment centres. Our proposition is to make your organisation the real assessment centre.

Traditional talent management starts with the selection of talent for internal talent pools. However, at that point you may have already significantly limited your options of finding sufficient talent. Our proposition is to start the talent management process when you recruit young people for your internal graduate programmes or other entry level positions.

Sirrah's integrated talent management approach supports you in strengthening and connecting all HR processes relevant to talent management. From strategic recruitment via performance management to talent selection and talent acceleration programmes.

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	Your challenge - our response Struggling with developing a sufficient number of qualified leaders internally? Finding it difficult to identify talent within the organisation without using expensive external assessment centres? Wasting too much money on duplicating various HR tools within the organisation? Finding it difficult to compare performance appraisal scores across the organisation? Spending too much money on external organisational consultancy services without achieving the required results? Realising that existing leadership programmes do not create the required behavioural change? Experiencing that 360° systems have too many questions that are not relevant or too abstract in relation to building a personal development plan?

Strategic Talent Management

Impact

Overview

Your challenge - our response