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People Strategy & Performance | Korn Ferry Consulting

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Empower Your People
to Execute Your Workforce Strategy

Innovation, productivity, and your company’s competitive edge all begin with your people. But without a clear plan to put the right people in the right roles—and the HR capability to drive continued business performance—these key differentiators will inevitably suffer. 

We recognize that your people are your most important asset; they propel your business strategy and keep your organization a step ahead of the competition. Our insights-driven approach to people strategy and performance helps you to recognize whether you have the right people in place to execute on your business strategy. 

We empower you to set, measure, and track performance goals that align with those of the business itself. We help you develop a strong employer brand and a compelling value proposition—making your organization more attractive to new and existing talent. And we work with you to develop the HR processes your employees need to feel valued and thrive in the workplace. 

It’s an approach that delivers proven results: on average, organizations that prioritize the employee experience are four times more profitable than those who don’t.

How We Can Help

We help you to develop a people strategy that aligns with the evolving needs of your business. Attract, engage, retain, and grow the best talent so you can maintain your competitive edge and consistently meet your business objectives.

PERFORMANCE

Performance Today, with a Focus on Tomorrow

We utilize our deep people and talent analytics to help develop a people strategy that aligns with your overall business strategy moving forward. We’ll help you clarify the areas capable of delivering the most value, and empower you to meet your strategic goals.

Together, we’ll build a talent strategy designed to help you find, attract, develop, and engage the best talent— identifying and elevating the individuals who’ll have the greatest impact on your business outcomes.

And finally, we’ll help you roll out your new people strategy through clear communication, alongside the robust toolkit and support services you need to bring it to life.

CULTURE

Data-Driven Performance Management Processes that Deliver Results

Our performance management service starts by working with you to define what a ‘performance culture’ means for your organization—and what changes are needed to implement it. We bring clarity and purpose by ensuring everyone in your organization understands exactly how they can contribute to success—with an analytics-driven approach that aligns individuals and team contributions with broader business objectives. 

We work with you to implement a culture of everyday feedback and improvement, empowering your people to continuously evolve.

We will help you to develop a rewards scheme that both motivates your people and delivers a strong return on investment—while holding leaders accountable for how they reward performance and build talent.

EMPLOYEE EXPERIENCE

An Employee Experience as Strong as Your Customer Experience

Without engaged, capable people, even the best designed strategies may fail. We measure employee engagement through annual surveys, pulse surveys, onboarding and exit interviews, and always-on feedback—helping you build a better employee experience. 

Creating a strong employee experience is about balancing employee wants with organizational needs, so we help you build an employer brand and value proposition that reflects you at your best—empowering you to attract the best talent in your industry.

We support you in designing a well-being strategy that puts your people first, and integrate diversity, equity, and inclusion (DEI) initiatives into your employee experience to help create a supportive, inclusive workplace.

HR FUNCTION

Building an HR Function for the Future

Through data, technology, and streamlined processes, we help you transform your HR function from a support function to a catalyst for business performance—maximizing its impact as a strategic partner. We assess your HR function today and explore how you might structure it for the future—helping you put HR strategies, policies, and processes in place to promote constant growth.

We’ll support your HR team to develop their technical and behavioral skills to drive talent outcomes.

And finally, we’ll work with you to define your key roles and ensure you have the best people to fill them—today and tomorrow.

DYNAMIC SKILLS

Building Organizational Skills

We design your talent blueprint for building organizational skills. Our strategic plan identifies how to hire, develop, and retain the skills your business needs to thrive, now and into the future. 

By embedding your organizationally specific data analytics, we equip you with dynamic talent prepared to meet any business challenge.

Organization Strategy

Aligning people, leaders, organization, and culture to implement an effective business strategy.

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People Strategy & Performance Expert

FAQ about people strategy

What is a people strategy?

A people strategy is a comprehensive plan that outlines how an organization should manage and develop its workforce to achieve its strategic goals. It ensures alignment between an organization’s talent needs and its culture, mission, vision, values, business goals and overall labor market.

A comprehensive people strategy spans a range of activities, from talent acquisition to talent development, employee retention, performance management, leadership development and succession planning. The goal of a people strategy is to ensure that the organization has the right people, with the right skills and experience, in the right roles, at the right time.

Constructing an effective people strategy requires the input of a range of stakeholders, including senior leaders, HR professionals, employees and people strategy consultants. An organization should regularly review its people strategy to ensure it remains relevant and is effectively meeting the organization’s talent and business needs.

Why is a people strategy important?

A people strategy matters to organizations for several reasons.

First, it confirms that an organization’s talent strategy aligns with overall business goals. It ensures that employees have the skills, knowledge and competencies required to support the organization’s business goals — both now and in the future.

Furthermore, a people strategy can attract and retain top talent. It makes sure that employees are given meaningful opportunities for development and growth. It also improves employee productivity and performance because it ensures that everyone has the necessary resources, support and training to excel in their roles. As a result, a people strategy creates a positive work environment that fosters employee engagement and motivation.

A people strategy also makes it easier for organizations to build an effective succession planning strategy. A comprehensive people strategy makes it easier for leaders to identify and develop employees with the potential to take on leadership roles in the future. It also reduces the risks of bias, both conscious and unconscious, in hiring, promotion and other work-related decisions.

Finally, a people strategy mitigates risks because it builds morale and reduces turnover. In turn, organizations are less likely to experience skills shortages, so they can continue responding to shifts in the market and changing business needs. They are also more likely to have an employer brand that’s competitive in the marketplace because they can demonstrate a clear commitment to developing their people and creating a positive workplace culture.

How can people strategy consulting firms help organizations?

People strategy consulting firms strengthen organizational performance in several ways. Here are several examples of ways that people strategy consulting firms can lead transformation in an organization:

  • Developing and implementing a comprehensive people strategy that aligns with business goals and objectives
  • Offering guidance on talent acquisition, employee retention, performance management, leadership development and succession planning
  • Conducting workforce assessments that identify gaps in employee skills, knowledge and experience so organizations can create more targeted training and development programs
  • Ensuring that employees have the skills and knowledge needed to support the organization’s strategy and vision
  • Delivering insights and best practices based on industry trends, emerging technologies and best practices in talent management and development
  • Managing change relating to workforce issues, such as mergers and acquisitions, restructuring and downsizing
  • Implementing effective communication and employee engagement strategies to boost employee morale
  • Building employee training and coaching programs that develop workforce skills and knowledge