Right talent - the key to aligning business & people

The forces shaping the world of work, today, are tantalizingly dynamic. War for talent; technology invasion; need for strategic talent solutions; and a shifting workplace - all put the HR at the centre of these changes. No matter what different hats HR professionals wear, the organisational big picture will always be the canvas for any masterpiece they wish to create.

This canvas, whatever shape or form it may take, speaks an indisputable truth - aligning people strategies with business strategies is the pièce de résistance for HR. More than a partner function, HR needs to be an enterprise leadership function, on which every aspect of the rest of the organisation depends. However, the challenge for HR is to transform at a breakneck speed while ensuring the delivery of day-today outcomes for the business to stay ahead of the competitive curve in the short term.

Right talent - a critical component to building a high performance culture

Peel away the layers, and you find the organisational capability resting on three key questions:

  • degree of collaboration
  • skills & expertise
  • alignment of people with the organisation's DNA

When we break down the collective organisational capability into the basic building blocks of individual competencies, the critical importance of talent begins to emerge.

According to researchers , organisations, with talent aligned to organisational strategy, enjoy an average project success rate of 72 percent.

Where there is misalignment, the average project success rate drops to 58 per cent. Three key benefits of right talent are:

Efficiency: This is the first of the many positive benefits of hiring and retaining the 'right-fit talent'. In investing time, effort and money to have the right talent, organisations are far more likely to reap the benefits of successful project deliveries, sales revenues, product innovations and customer service.

Reputation: The right-skilled organisation has a strong differentiator in its reputation for excellence. This has a direct impact on the employer brand and is a step closer to building an organisation with high performance culture.

Future readiness: The third winner is the enhanced levels of talent development in the organisation. Talent that can be easily up-skilled can improve the speed of pivoting and help organisations gain competitive advantage in the longer run.

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