Talent Centre | KPMG | Malta

Talent Centre

Talent Centre

Through our strategic talent management services we assist organisations make people decisions that make business sense.

Making people decisions that make business sense.

Making people decisions that make business sense

Our Talent Centre is our largest service area, offering a suite of strategic talent management interventions aimed at assisting SMEs in achieving their business objectives through their greatest asset...their people.

Talent management consists of a variety of practices, that are grouped into three main pillars; talent acquisition, talent retention, and talent development.

Our services within the Talent Centre are divided to reflect this model:

We specialise in developing and implementing talent management strategies that are aligned with an organisation’s business strategy.

Taking a strategic approach to talent management supports organisations in achieving business success and reaching a higher return on the investment in their people.

The ultimate purpose for managing talent strategically is to enhance business success and increase and organisation’s bottom line. However, organisations may also benefit from a robust talent pipeline and enhanced talent pool, high employee engagement rates, and employee retention. This enables the organisation to be perceived as an employer of choice offering functional, psychological and economic benefits to the employee.  

We engage in a number of talent management interventions.

These include:

  • Systemic reviews for HR function optimisation  
  • Competency modelling for selection, development, and performance management
  • Recruitment and employer brand development for talent attraction and acquisition
  • Administration of selection methods such as, psychometric testing and assessment centres
  • Training and development through competency development and assessment, customised courses and NCFHE accredited courses
  • Employee engagement and opinion surveys
  • Performance management and evaluation
  • Compensation and benefits review
  • Succession planning for talent retention and development
  • Organisation of management retreats for senior leaders and C-suite levels
  • Organisational design and job grading
  • Job evaluations

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