Build A Thriving Culture

Talent Retention

Drive results with talent strategy.

The goal of integrated talent strategy is to create a highly responsive, high-performance, sustainable organization that meets business targets, both today and tomorrow by aligning performance management, talent capabilities, talent attraction, learning, and total rewards into a unified platform that drives these results.

Talent experience is now a business imperative, necessary to create a highly responsive, high-performance, sustainable organization that meets its business targets.

Many companies are facing intense talent shortages (also known as the “war on talent”) resulting from scarcities in critical skills, accelerating retirements, and increased turnovers. Organizations who have an integrated talent management strategy in place have a clearer understanding of its talent, have the ability to make adjustments to its current approach, and have the information necessary to plan for the future.

Creating an integrated talent strategy is not just HR jargon; it has been proven to have direct and measurable business results.


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We can tailor a strategy that is aligned with your business goals.

By starting with a deep understanding of your business issues combined with extensive talent research, livingHR can help you implement an integrated talent strategy that is completely tailored to your business strategy, or fill the critical gaps in your existing processes.

Onboarding & Assimilation Programs

It is more than a coffee mug and a pen.

In many of the organizations who win the best-place-to-work-in-America awards, onboarding and assimilation programs play a major role in getting new employees up to speed quickly and in adding months and years to retention. In fact, employees who have gone through some assimilation process — one that is more than the usual paper-processing — report feeling better connected to corporate strategy and the company culture. This translates years later into loyalty that keeps the employee and makes it easier for them to turn down tempting offers that simply offer more dollars.

Internal Communications

Highly effective organizations have good internal communications.

Internal communication is an enabling function – it makes your organization work. You can see it as the oil that helps smooth the running of your organization or a bridge that creates links between people and functions. Either way, good internal communication creates understanding and helps knowledge sharing – and that can only be a great thing.

Total Rewards/Compensation

Great candidates care about the whole package.

For organizations to remain competitive, companies must aggressively pursue talent to increase productivity and profitability, leveraging human capital to maintain a competitive advantage. To meet this challenge, companies, regardless of industry and size, must craft a clear and compelling strategy for implementing a well thought-out total reward/compensation plan to attract, retain and motivate key talent. This total reward strategy should integrate key components including total compensation, benefits, work-life balance, training, and career and personal growth opportunities. These core components are critical for an organization to survive and thrive in today’s complex and challenging business climate.

Performance

Measure what matters most.

High performing companies use aligned rewards and metrics to point people toward growth and to give meaning and purpose to the work. Without purpose, the work is perceived as pointless. Typically, the most effective organizations avoid overloading on metrics, taking care instead to measure what matters. A few dozen key metrics will often serve to measure most of the economic value of the business, allowing management to focus clearly on the company and individual performance.

Learning & Development

Learning never stops.

Learning never stops and connecting it to business results leads to organizational wins. If the Leadership team does not see the value in training and development, it’s no surprise when employees don’t either. What we know about how people learn at work is going through an evolution, but what is clear is that those organizations that are effective at development perform up to 25% better than their peers are 29% more committed, and are up to 40% more likely to stay with their organization.

Work/Life Flexibility

Personal lives are important.

Navigating the various needs of businesses and employees requires a great deal of trust and communication. Employees need to be able to trust that their employers will respect their personal schedules and not demand an inordinate amount of work from them. Companies need to be able to trust that, if employees do work nonstandard hours, they can perform at a high level without supervision. More than ever before, cultivating strong relationships in the workplace is key. livingHR can help create the dialog to understand those needs.

Employee Engagement

Roll out the red carpet and keep it out.

Engaged employees “get it done,” whatever it may be. While they are getting it done; your job to engage them never stops. Engagement isn’t something you can just check off your list; it is an ongoing process and relationship that needs fostering. Working in an engaged workplace promotes employees’ overall well-being. When they are well, your business performs well. The research is overwhelming.

Culture & Engagement Feedback

Get feedback in real-time.

Why wait until a year has past to find out how your organization is performing? The world is moving so quickly these days, and rightfully we expect our teams to adapt to change — it is time for organizations to also hold themselves to the same standards. Asking for feedback from your talent in real-time helps to create a culture of continuous feedback in all directions. Being able to take an appreciative approach to culture and truly understand what matters to your teams will give you a clear, competitive advantage, and the insights into how to shape your thriving culture.

Competency Development

Creating the competencies best suited for your company.

How do you define the skills, behaviors, and attitudes that workers need to perform their roles effectively? How do you know they’re qualified for the job? In other words, how do you know what to measure? Many companies use ‘competencies.’ These are the integrated knowledge, skills, judgment, and attributes that people need to perform a job effectively. livingHR can help develop the competencies best suited for your overall business strategy.