Talent Management is the science of aligning a human capital strategy to an organizational business strategy. The nexus of executing a business strategy and talent is where a company can best influence success.  Organizations can add a great deal of value through the strategic deployment of human resource planning and implementation to put the right people in place who can meet objectives.  For example, if the strategy calls for a focus on innovation, talent management processes can be used to plan what your workforce needs to look like and how to acquire new talent or develop existing employees.  It can also inform your succession planning and how you reward and retain your employees to ensure there are no skill gaps in your most critical jobs within the company.

Technology, demographics, and economics are constantly shifting to create new challenges and opportunities.  While your strategy sets the direction to face headwinds or leverage advantages to grow your business, people execute and win.  A successful talent management strategy is the difference between being able to navigate shifting markets and delivering for stakeholders or stagnating while you retool your workforce to achieve your goals.

Talent Managment

Workforce Planning

The march to success only begins after developing a winning business strategy. Organizations must have a human capital plan to utilize their investments in talent as a differentiator. Achieving your goals only comes through putting the best talent to work at the right time.



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Talent Development

Development is much broader than the more popular concept of training. Technology is constantly changing our markets today. Continuously developing internal talent assures organizations of a stronger pool of future leaders and technical experts.



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Talent Acquisition

The competition for talent today is unprecedented. Expertise across a broad range of functional areas has become highly sought after as companies need more talent than what is available in the labor market.



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Retention

Keeping your best talent engaged and feeling valued is essential for any business that expects to succeed. The cost to organizations who are not able to retain employees can be quite damaging to managerial focus and productivity.



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Onboarding

How a new hire is brought in and integrated into their new company and role is one of the most critical events in the employee lifecycle. Your new hire’s first 30 days on the job will make the difference between having a long term committed employee or a potential retention problem



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Succession Planning

Increasing bench strength across the organization is pivotal to long term success and is not just for the C-suite. Identifying the skills your company needs for the future and the right employees for development opportunities is about building your future workforce ahead of changing markets.



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At Stigall & Associates, we help our clients along critical phases of the talent management cycle: talent planning, talent acquisition, onboarding, development, retention, and succession management.  We provide value by helping our clients have the right talent ready at the right time to execute on their strategic objectives.  Our clients are at different levels of capability maturity in their talent management processes, but there is a singular focus on getting the right talent in place and delivering results.  From supplemental support for large corporate teams to larger scope functional level solutions for small to mid-enterprise clients, Stigall & Associates collaborates with our clients to deliver value.  Our consultants and executives are focused on designing custom solutions that last, from developing a strategic workforce plan, finding the right talent, or coaching a new executive.