When HR can define and drive their organization’s culture, it becomes the delivery system for the talent strategy. Then the talent can become a strategic business advantage for the organization.

Embrace Your Inner CEO – a DisruptHR talk by Randy Samsel – CEO & Talent Strategist at Future State of Talent

DisruptHR Cleveland 4 – February 4, 2016 in Cleveland, Ohio #DisruptHRCle

Most CEO’s know that people are their most important asset. However, a recent survey by PwC found that 90% of CEO’s don’t believe that their talent strategies are aligned with their business strategies – which means that they don’t feel they’re getting the most from their people.

What can HR do to help? HR must rise above the day-to-day, become more strategic, and define the organization’s talent strategy.

What should be included in a talent strategy?

Strategic Workforce Plan – What people do we need to reach our goals in the future?
Talent Acquisition Plan – How will you identify attract, and hire the people you need to be successful?
Talent Management Plan – Learning and development, deployment and delivery.
Talent Retention Plan – outline employee engagement goals, rewards and succession planning goals.
Talent Analytics Component – Finding the levers that can be used to make good people decisions.

Put these 5 components together to make a talent strategy and add that to the overall business strategy to drive superior business performance. That’s what CEO’s are looking for from HR.