How do you ensure the most critical positions in your organization are held by the most talented people?
There is no universal standard for placing a value on talent. But, there is a wealth of information out there describing the characteristics of ‘A’ versus ‘C’ players, and how organizations can identify the categories of employees they have and the types of employees they need.
If a company identifies the type of human capital required to meet their business objectives, they can then analyze their workforce and develop an effective workforce plan for sourcing, engaging, and retaining that talent.
From the outset, planning efforts should consider how the company might be affected by:
Global demographic shifts in the workforce, such as the increasingly multi-generational workforce, as well as shifts in age or ethnic make-up; and
Any likely structural, financial or even technical changes to the organization.
When business planning and workforce planning go hand-in-hand, you have a far better chance of ensuring you have the right people in the right roles.
This post is part of our latest white paper,
The Impact of Talent. 
