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The Opportunity
In today’s dynamic and competitive business environment, talent development is a key enabler to achieving business results and attaining a competitive point of difference in the marketplace. Unfortunately, efforts to develop personnel often fail to provide desired results. While well-intended, many efforts are sporadic, underwhelming to both the company and the personnel, and are often too costly. Leading retailers build and retain their talent through competency-centered programs that are fully integrated into every aspect of the enterprise. Successful design and implementation of these programs lead to extraordinary results, while being surprisingly very affordable.
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Organization Development
- Talent Engagement
- Organizational Assessment
- Organization Design & Renewal
- Performance Management
- Talent Development
- High Productivity Culture
- Organization Integration
- Transition & Implementation
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What We Do
For two decades, TPG’s Organization Development Practice has designed and implemented competency-based, talent development programs for many of the world’s leading retailers. TPG’s Human Resource professionals can effectively assess and design any or all aspects of a retailer’s talent development programs depending upon their needs. A partial list of our talent development consulting services include:
- Assessment & Benchmarking: Comprehensive assessment identifying the strengths and opportunities in every area of a retail client’s talent development program for the entire enterprise or for a targeted part of the organization. If desired, benchmarking relative to industry best practices and/or the competition can be provided.
- Competency Development: Develop specific functional and/or leadership competencies at multiple proficiency levels with specific behavioral indicators.
- Web Based Talent Assessment Tools : Collect performance ratings via powerful web based tools such as performance appraisals, 360s and 180s that enable talent assessment at multiple levels (e.g., individually, team, department) against behavioral standards.
- Assessment Centers: Conduct a multi-faceted evaluation of competencies utilizing proven approaches that assess performance via different techniques (e.g., role play, business case, structured interview), identifying both individual and organizational strengths and opportunities.
- Targeted Competency Evaluation: Obtain a quick assessment of the organizational competency gaps to focus future recruitment and development efforts.
- Personal Development Planning: Create targeted and balanced development plans that incorporate on-the-job learning, classroom and e-based training and manager coaching.
- Career Pathing & Succession Planning: Design competency based and objective approach to assure an adequate pipeline of qualified talent to meet the company’s immediate and future needs at every level.