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Talent Management

An organization’s workforce is its most important asset. Are you getting the highest return on your talent investment?

Regardless of industry, an organization’s ability to meet its mission objectives is heavily dependent on the quality of its people.

Even when leaders recognize the importance of investing in their people, workforce planning and talent management activities are often conducted solely within the HR department, not integrated with the overarching company goals. At JRC, we believe in an integrated Talent Management Approach—one that is based on the business’ overarching mission and strategic goals.

Integrated Talent Management ensures that your business has the right people in the right jobs at the right time to achieve your goals. It is a proactive, strategic and holistic approach to managing talent that is essential for recruiting, developing and retaining people who are critical to long-term success.

An integrated talent management system benefits the organization from top to bottom and the inside out, including:

  • Strategic alignment of employees to the vision, mission, and values of the organization
  • Clear path to hire top talent
  • Engaged employees throughout their careers
  • Improved business execution because employees are in the right job with the right skills
  • Future leaders cultivated and developed from within—saving money and increasing likelihood for success
  • Clearly defined workforce expectations aligned to business success
Strategic Workforce Planning

Aligns talent needs with business strategy. Assesses current state, forecasts talent gaps, and identifies the necessary steps to close those gaps.

Provides a clear and consistent structure to communicate expectations at various skill levels across an organization. Maximizes the contribution of every employee.

Establishes performance goals and expectations at the outset, assesses performance against goals, and identifies areas for development.

Integrates and acculturates new employees into the organization beyond orientation. It includes the completion of new-hire processes, but goes beyond as new employees learn about the organization and its structure, culture, vision, mission and values accelerating their integration into the organization.

Ensures knowledge transfer across multigenerational workforce and minimizes disruption associated with sudden departures.

"[JRC employees] have been a breath of fresh air to our career path efforts. It's an important endeavor for us with a great amount of visibility at the Agency level and [they] not only established a methodology that has been embraced at the highest levels of leadership, but also managed to rally support from key stakeholders across the Directorate who are often less enthusiastic about human capital related tasks. [They have] quickly become an invaluable member of our team and we are grateful to have [their] assistance."