Compensation is one of the critical pieces of the integrated talent management system. It ties together employee learning, assessments, goals, and key performance metrics to allow for the development of a true pay-for-performance organization. Organizations link these key processes to provide a dynamic compensation adjustment process based on a wide range of strategies and different types of workers, including long-range compensation, short-range compensation, hourly/salaried, commissioned employees, and bonus eligibility.

Why Talent Management?

Human capital is the most valuable asset in the business and one that is increasingly being treated as a strategic imperative for long-term organizational success.

These are just a few of the challenging questions being asked about talent in today’s workplace:

  • How can we tie training programs to employee development plans and organizational goals?
  • Which business units are meeting their performance goals?
  • Why are we losing our best performers?
  • Which employees are positioned for leadership roles?
  • How do we account for the emergence of Gen Y and the retirement of the Baby Boomers?
  • How can my employees keep up with rapidly changing information?
  • How can we give employees input into career development?
  • What data do we need to build a real pay-for-performance culture?