26 Insights from the 2019 Talent Management Strategies Conference

The Conference Board uses cookies to improve our website, enhance your experience, and deliver relevant messages and offers about our products. Detailed information on the use of cookies on this site is provided in our cookie policy. For more information on how The Conference Board collects and uses personal data, please visit our privacy policy. By continuing to use this Site or by clicking "OK", you consent to the use of cookies.

26 Insights from the 2019 Talent Management Strategies Conference

April 02, 2019 | Brief

“Great vision without great people is irrelevant.”

Jim Collins, author, Good to Great

Innovative Solutions for a Super Competitive Market

Segments of the workforce will need to be retrained or reskilled in the future because of AI, digitization, and automation. However, most companies are not prepared for this. Therefore, the talent management function needs to be more strategic-oriented and future-focused. It needs to make time to talk about talent reviews, talent assessments, who’s a high potential, succession management, talent acquisition, new learning and development methods, talent mobility, career paths, and how digitalization will affect the workplace. It also needs to focus on how the talent strategy connects to the business strategy so that it can help the organization meet current and future goals.

When 117 practitioners and experts met to discuss talent management, we took notes. Here are the highlights:

Turn your talent management function into a strategic business partner by connecting your talent strategy to the business strategy.

Link your talent and business strategies by listing roles that are critical to creating value for clients and achieving business goals, reviewing future leadership needs, and forecasting future hiring volume.
Don’t view talent reviews as an isolated exercise that’s done once a year—instead, review talent two to four times a year. During the review, look at employees’ aspirations and how they align with business strategy and future needs of the organization, employee strengths, who is a high potential, what roles will need to be created or filled, and internal mobility across functions and geographies. Make sure the approach is consistent across geographies and departments.
Make sure managers understand how your talent an