Horizontal & Vertical talent integration September 19, 2011 by Michael Custers TAGS HCM SHARE Facebook Twitter LinkedIn The alignment of talent management processes can be defined as horizontal integration. The development of organizations and employees are the focus of vertical integration. Below is an overview of the Talent Management processes, following every step of the employee lifecycle, along with some examples for developing and executing the Talent Management processes. 1. Recruitment When determining the need for internal or external vacancies you should be able to answer the following questions: Do we have the right talent at the moment and in the coming years (taking into account; retention, absences etc.) to achieve the business …show more content…
A “Talent review” determines who the talents (“performers” and “underperformers”) are within the department of a particular team. It is then easy to determine how the team is performing and whether there are gaps related to the “to be” situation to achieve the business goals. Managers also should know where to focus on and where they have to take action. 3. Plan Career Talented people are normally seen as fast growers, both horizontally and vertically. The development needs to be aligned with the organization and the employee. For example, if an employee has the ambition to be a distribution manager, but the organisation would like to outsource that specific department within a few years, expectations need to be managed. 4. Manage succession To ensure continuity of your business it is important to have successors available for key positions in the organisation both in the short term as well as the long term. Using a fit-gap analysis there is a clear view on the risks and which action should be taken by the organisation. For example, from the strategic workforce planning you know that the organisation needs at least 10 senior managers within 3 years and from the “Talent Review” you know that there are only 5 who will reach this level by that time, you know you need to recruit managers externally …show more content…
Will it be all employees or only two talents on every department and are these specific employees or specific roles. Suppose that an organization would like to improve the quality and that the employees are not sufficiently conscious of quality, it is recommended to invest in this skill. This can be done to train employees or to recruit externally. 6. Manage compensation The compensation policy should be aligned to the talent management strategy and the other HR processes. A compensation policy with an established collective labor agreement increase in salary does not fit to the possibility of additional compensation for talents. The compensation policy related to talent management ensures to attract and retain the right talent and to stimulate exit of other employees. If you do not correctly apply it is likely that the talents leave the organisation when the same increase in salary is effectuated for a talent as well as another employee.” 7. Manage