the Multiplier Effect!
The talent lifecycle is the set of experiences that people have as they are attracted to, grow, and engage at your company. Actively managing these experiences, and the practices and teams that come with them, then, is what is often called "talent management," but the solutions are not limited to this area of HR.
This lifecycle is a cyclical journey - As people are attracted and acquired into the company, they learn and grow, which leads to re-attraction into the company, which leads to increased growth, and so on and so on. This continual, interconnected process is reflected in the logo of TALENT LIFECYCLE DESIGNS.
These experiences can either happen organically and spontaneously, with little advance planning and therefore few results, or they can be intentionally designed for ultimate value creation.
Ultimately, the more these experiences are purposefully architected and connected thoughtfully to your central culture and tenants, the more a multiplier effect happens, which is that you experience increased performance, productivity, and profitability as a result. It is people who build relationships with your customers, who create better products, who uncover new sales channels, who lead effective operations. So creating an environment in which people can be engaged - through effective experiences, structures and teams - is THE single lever that carries through all the others.
Engagement, rather than a strategy itself, is the outcome of these well designed experiences, practices, and teams. And as engagement increases, so too do people’s performance and productivity, and ultimately, your profitability.
This is talent-centric thinking in a nutshell.
In fact, using a talent-centric lens that is actionable, impactful, and integrated offers the most direct path to these key business results.
Experiences that are part of the talent lifecycle include talent attraction and talent acquisition, orientation and onboarding, training programs, leadership development, performance management, succession planning, recognition and rewards, workforce planning, organizational charts and structures, job architecture, career pathing, engagement surveys, and active culture management.
And, integrating these into a seamless thread is the most effective way to ensure that the multiplier effect is in full force.
