EMPLOYEE VALUE PROPOSITIONS FOR MISSION-CRITICAL AND HIGH-POTENTIAL TALENT

WHAT ARE THE EMPLOYEE VALUE PROPOSITIONS FOR THE ROLES THAT MATTER MOST TO THE MEDIUM-TO-LONG-TERM VIABILITY OF YOUR ORGANIZATION?

Do you have a specific, prioritized, and clear understanding of the factors that matter most to both your MISSION-CRITICAL TALENT and your HIGH-POTENTIAL TALENT? If you do ... how are you leveraging this knowledge in your TALENT MANAGEMENT CORE SERVICE PROCESSES to create a competitive advantage in your ability to acquire, integrate, retain, develop, and assess your top talent? How are you also utilizing this information to identify, implement, sustain, and leverage initiatives to improve your culture ... the beliefs, values, and norms that defines desired behavior in organizations.

MISMATCH ... How much of a mismatch is there between what YOU THINK (employer) the critical factors are to your TOP-TALENT, and what is ACTUALLY important to them?

WHY SHOULD YOU CARE?

1. Leadership – insufficient skills to leverage business opportunities.

2. Aging of Population – aging workforce … higher attrition ... rate entering workforce is flat ... rate exiting the workforce continues to double ... a net decrease ... loss of knowledge and experience ... replacements either not available, not prepared, or both.

3. Employee Value Proposition – lack of understanding of what's important to top-talent.