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ACCA Strategic Professional · Strategic Business Leader · Enabling success: talent management

Tessaly Software wants to move from filling posts as they arise to a pipeline linked to strategy. The board plans to expand into Asia in three years and needs leaders with regional experience. Which sequence of actions best reflects integrated talent management aligned to this strategy?

The best approach is to forecast the capabilities the Asian strategy will need, assess existing talent against them, then develop and rotate high-potential staff into regional assignments. This links talent planning to strategy and has leaders ready in time, rather than reacting once expansion begins.

  1. ARecruit externally when the expansion begins, then assess skill gaps
  2. BRaise pay across all grades, then review the strategy
  3. CForecast future capability needs from the strategy, assess current talent against them, then develop and rotate high-potential staff into regional assignmentsCorrect
  4. DCut training budgets until the expansion is approved by shareholders

Explanation

Talent management should be driven by strategy: forecast needed capabilities, audit existing talent for gaps, then build the pipeline through development and international assignments in time for the expansion. Waiting until expansion begins is reactive, and across-the-board pay rises or training cuts do not address the identified gap.

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