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Talent Management

A Future-oriented Talent Pipeline as a Strategic Competitive Advantage

A well-designed talent management program can be a rich incubator of high-potential talents who shape corporate culture and contribute significantly to economic success. Selecting and developing the right leaders to guide the transformation is crucial to future economic success or failure. With the right leaders, transformations can be successfully implemented.

By redesigning your talent journey, you can now future proof your talent management. We design a future-oriented talent journey from identification, through acquisition, engagement, development, and retention. Our approach has two main thrusts:

Company perspective: We consider your strategic direction and your challenges, today and tomorrow. We also take into account your human resources strategy and the availability of talents.

Talent perspective: Talent’s changing expectations in terms of corporate offers and culture provide an opportunity to use the talent journey to attract, retain and develop talent. We look at needs and expectations and link them to the employer value proposition (EVA) and employer branding.

Orangefarbener Trichter in den von oben blaue Kugeln fallen als Symbol für Talent Management.

Talent Pipeline Assessment

With our Talent Pipeline Assessments, we systematically identify the competence and development potential of your talent and derive targeted development measures. To do this, we use only scientifically based assessments. These assessments help you build future-oriented talent pipelines and thus secure long-term competitive advantages.

Female Talent Journey

In today’s labor market, there is a lack of talent in many areas. In addition, it is undisputed that diversity makes companies more successful, innovative and collectively intelligent in the long term.

However, the development and promotion of female talent is often hindered by process- and behavior-related limitations along the career journey.

In our Female Talent Journey Program, we take a targeted look at the individual steps in the career development of female talent. We identify specific challenges that reduce a diverse talent pipeline and show effective measures that promote the necessary behavioral changes and create diversity-promoting conditions

Contact us

 

Philine Cremer

Partner, Düsseldorf

 

Nina Maywald

Partner, München

 

Henrike Simon

Associate Partner, München