This research program studied more than 760 organizations business, talent, and HR processes and includes in-depth analysis of 62 best-practice processes, in eight functional areas:

• Workforce planning
• Performance management
• Competency management
• Leadership development
• Succession planning
• Learning and development
• Compensation
• Talent Management software systems.

Key Topics Covered in this Research:

The Corporate Talent Challenge

This research shows how demographic, business, and industry-specific issues have created the need for corporate talent management - how the workforce is changing, where workforce shortages exist, and how corporate demographics are driving shortages in critical talent areas.  It then shows how the top 8 talent challenges in today's corporate environment affect each industry and HR as a whole.   This research will help you clearly understand why talent management is not just a "new name" for HR, but a business imperative with very different challenges in each industry.

The Business Drivers of Talent Management

This research breaks down the business drivers and talent drivers by industry, covering 20 different industry segments.   It analyzes the top 3 business issues in each industry, the top talent-related challenges in each industry, and then shows the linkage between business drivers and talent management solutions.  It helps readers understand specifically how to tie talent management solutions to specific business problems such as the shortage of mid-level managers, rolling out new products, mergers and acquisitions, and 8 other business challenges.

Defining Talent Management

Through this research we identified the specific HR functional areas and problems which define the term "talent management."   We describe how this definition is changing and we developed a graphical, color framework which organizations can use to help organize and define talent management internally.  This framework, the High Impact Talent Management Framework®, is described in detail.

Click Here to view the High Impact Talent Management Framework.

How Talent Management Transforms the HR Function

Our research pointed out many transformations which are taking place within HR. This report highlights these transformations and gives HR managers guidance and examples for building a roadmap to the development and implementation of an integrated talent management strategy.

In Depth Analysis of 62 Key Processes in 8 Areas

We specifically studied the maturity and implementation of 62 processes in the 8 areas shown above. This benchmarking research helps organizations understand where they fit against industry trends and better understand how these processes may be implemented in your organization.

• High Impact Sourcing and Recruiting ( 7 best practice processes)
• High Impact Performance Management ( 7 best practice processes)
• High Impact Competency Management ( 7 best practice processes)
• High Impact Learning & Development Leadership Development ( 12 best practice processes)
• High Impact Leadership Development (5 best practice processes)
• High Impact Succession Planning (13 best practice processes)
• High Impact Workforce Planning. (6 best practice processes)
• High Impact HR Systems ( 7 systems)

These 62 areas represent a lot of potential areas to focus.  Our research correlates these 62 processes against 16 different impact measures to identify the top 22 processes and systems which drive the highest level of impact. This part of the research will help HR managers and executives clearly decide "where to focus" on the implementation of a talent management strategy and specific solution.

New HR Organization and Governance Models

Integrated talent management is breaking down the traditional silos in HR. This study examines how key companies are breaking down these silos and gives managers and executives examples of how to reorganize HR to create integrated processes and more business-driven support.

The research also specifically studied the issue of governance: who owns and governs the talent management process? It helps organizations understand how to establish a high-impact governance model to make sure talent management solutions are designed, implemented, and maintained with high levels of success and adoption.

The Impact and Implementation of HR Systems

We specifically analyze the adoption, maturity, satisfaction, and business impact of the following HR systems:

• Recruiting - applicant tracking
• Performance management
• Succession planning
• Learning management
• Compensation management
• Payroll and HRMS systems
• Integrated Talent Management suites.

HR systems used by respondents in this research include: ADP, Authoria, Cornerstone, ExecuTRACK, GeoLearning, Halogen Software, HRsmart, Integrated Performance System, JD Edwards, Kenexa, Lawson, Learn.com, Oracle, Pilat HR Solutions, Plateau, Saba, SAP, Sage ABRA, SilkRoad, Softscape, SuccessFactors, SumTotal, Taleo, Technomedia, TEDS, Ultipro, Vurv, Workstream.

The research looks into the future of integrated talent management and how organizations will likely evolve and mature their solutions into the future.

Bonus Research: 

Additional Actionable Research on Succession Planning, Leadership Development, Performance Management, and Competency Management:

This report also includes four in-depth additional research reports which give specific examples of best-practice talent management solutions. These include:

• Talent Management and Succession Planning at Textron:
  An in-depth study of Textron's integrated leadership development and succession planning process, developed during Textron's turnaround.
  
  
• Leadership Development at Northshore Long Island Jewish Healthcare:
  An in-depth review of best-practices in leadership development at one of the country's best-run, fastest-growing, most profitable regional healthcare networks.
  
  
• Performance Management at Cathay Pacific:
  An in-depth study of the world's "Best-Rated Airline" and how Cathay Pacific implemented an automated performance management solution which transformed the company.
  
  
• The Role of Competencies in Driving Financial Performance:
  A comprehensive review of best practices in competency management among financial services, retail, manufacturing, and high-tech manufacturers.

High Impact Talent Management
$1,495.00