Talent Strategy | Mercer

Put yourself in the shoes of a city master planner. It’s up to you to decide where highways need to connect neighborhoods, where concrete jungles need to be dressed with greenery, and where bus and subway stops should sit. In short, you have to anticipate people’s needs and design a thriving city — not just for today but for years to come.

As a talent leader, you have the ability to shape a thriving and productive landscape across offices, regions, and even continents. But success rests on an astute talent strategy. Mercer’s Human Capital Scan can help.

Combining human capital data, exclusive research, and expert consulting, we’re ready to help you create the best plan for your workforce ecosystem.

No planner has resources to waste. You want to make sure every dollar counts and that every desk (virtual or otherwise) is occupied by a person who’s contributing to the success of your business. Use our talent strategy road map to analyze your business strategy, identify issues within your talent management systems, and define actionable talent initiatives to fill the gaps.

Do you really understand your people — who they are, how they’re performing, and where you’re losing them? Turn “we think” into “we know”: Use our workforce planning tool or proprietary Internal Labor Market Analysis® platform to assess your internal labor pool. The true story of your workforce is in the data, and you can use the data to determine which talent investments are really paying off and where you should be focusing for the future.

We’re entering a new era of performance management. Instead of looking back at what an employee has done, today’s people leaders are inspiring them with exciting career prospects ahead.

We can help you provide your people with careers that count. Our research shows that careers are a key engagement driver for talent — surpassing pay in some markets. If your employees don’t feel that they’re on an exciting career journey, your talent city could look very different in a few years.

Our approach to performance and career management, including our employee-centric Mercer Career View app, takes the long view on careers to ensure that the lifeblood of your organization doesn’t drain away.

Our research provides hard data and insights into talent challenges around the world, from what leadership competencies are critical in different markets to how companies are solving talent mobility challenges. We provide practical solutions to fixing the issues we identify.

In today’s interconnected world, leaders need to operate with unprecedented global awareness. Traditional approaches to developing leaders are no longer relevant. Mercer Global Leadership Assessment and Leading to Transform programs have market-leading tools specifically targeted to the development of  a global mindset.

Global leadership is no longer the preserve of expats or senior executives. A global leader is anyone who works across geographic and cultural boundaries. Global leaders can be found at the most senior levels or at the front line of your organization. Even early career professionals are working regionally and globally, interacting with an increasingly diverse range of colleagues and customers. This means that a wider cadre of leaders must develop the unique skillset necessary for global leadership success.

How organizations are responding to the challenges of talent scarcity, globalization, and the era of the individual is just a portion of the issues that will determine which companies win out over their competitors in the race for talent. Developing a thriving workforce requires business modelling and industry insights to know what levers will have an impact. Are you prepared?

Our talent strategy professionals can help you:

• Develop a talent strategy road map.
• Assess and implement a more effective organizational design.
• Apply workforce planning and analytics.
• Develop talent through career and performance management processes.
• Define your employee value proposition through the development of an engaging culture.
• Identify key talent and build succession slates. 
• Fulfill careers and build the pipeline through leadership assessment and development interventions.
• Talent strategies following a merger or acquisition.