If you are starting to work on next year’s HR Business Plan or Annual Talent Strategy, then you are probably also looking for data that can help you paint a picture of how well you’ve met your talent challenges for this year. Have you been able to close the gap you had in your leadership pipeline?  Were you tasked with improving employee engagement or increasing individual performance? Or were you simply asked to help your organization implement an integrated approach to talent management? Do you know how to explain your current state and show the progress you’ve made – or outline the steps that still need to be taken?

If you can’t answer these questions, you may want take a few minutes to download our recently launched Talent Management Factbook 2010. Not only will you find updates on some of your favorite Talent Management benchmarking data from last year:

• Progress of companies with talent strategies
• Insights on who is leading today’s talent management efforts, and their areas’ of responsibilities
• Level of integration among process areas and systems
  

But you’ll also find some new items in this year’s report that focus on the progress organizations have made in implementing their talent management strategies.

Key findings and examples of the organization structures and governance put in place to support Talent Management strategies
We often get questions from companies about how they should re-organize their HR functions to best support their new talent management strategies. Here you’ll find real examples from companies like Bank of Canada and McDonald’s.

Key findings and examples on implementation plans, roadmaps, and integration execution
Many organizations have now been on the journey for several years, and learning from their success can only benefit your organization. Here you’ll find examples of long term roadmaps, communication plans, and talent planning processes from government agencies, General Mills, Bank of Canada and more.

A Brand new Talent Management Maturity Model
Have you ever wondered, how does my approach and strategy for talent management compare to other companies? We’ve heard that question often – and wanted to help provide a tool that organizations could use both for benchmarking and conversation starters. As you can see more than half the organizations we surveyed were still at Levels One and Two, Siloed HR Processes and Standardized Talent Processes .

Be sure to check out the new Talent Management Maturity Model.  We’ve also provided a Research Bulletin to give you more detail on each level and help your organization through some personal reflection on your own current state.

Finally there is a full section on Talent Management Measurement and key business metrics. If you are working on developing your company’s current TM scorecard, or trying to understand how you might begin to show the value of your integrated talent management efforts. This is the place you need to go. Here you’ll find data on the turn-over rates, promotion rates, revenue per employee, and other key indicators of success; compared to talent management maturity levels and system integration efforts.  

The economy definitely affected everyone last year, but there were real benefits identified for those companies at higher maturity levels. This research found some amazing connections between improved talent and business metrics, for those organizations who were at a Level 3 or 4, Integrated or Strategic, talent management maturity levels. 

If you’d like to hear a bit more about the business benefits of integrated talent management and their supporting systems, feel free to join me for a sponsored webinar next week on September 15th,  where I’ll review some of the recent findings from this report and case studies from three organizations who have taken the journey and are now seeing the benefits of a more mature approach to talent management.

We’d love to hear your thoughts on this year’s TM Factbook. Did we capture the data you needed – have we missed something that is critical to your business? Please feel free to send your comments or requests to either Stacey.Harris@Bersin.com or Karen.O'leonard@Bersin.com.