We partner with clients to build their future leadership strategy by focusing on the relationship between leadership and performance. We take a holistic approach to manage talent pipelines within the new business landscape and create an internal benchmark for what ‘great leadership’ looks like.
Talent is a crucial success factor for every organisation. In order to build a high performing business, you need to have the right people in the right jobs. In an ever-changing market, one thing that remains the same is the value the right talent brings to the organisation.
Talent and capability management is a key part of success, and while technology-related change continues to accelerate the new shape of work, the need for organisations to develop an agile and responsive workforce is stronger than it’s ever been. The way in which organisations identify high potential talent and design tailored talent advancement programs is key to driving high performance outcomes in these changing market conditions. With access to these insights across the entire talent lifecycle, businesses can develop the capabilities required for their growth strategy.
Leaders set strategy and drive culture, and developing capability at all levels helps organisations drive their business goals and future-proof their business. As the talent landscape continually shifts, it is key for organisations to build detailed profiles of their leaders, evaluate readiness to build an internal succession pipeline and develop bespoke talent advancement programs to further the learning and development of their employees.
Mercer Evolve works with leading organisations across the globe to overcome their key leadership challenges. Our data-driven, holistic approach can help you grow and transform your business.
We use our best-practice technology, tools, psychometric tests and virtual assessment centres to benchmark internal and external talent in a way that is aligned to your business values, context and operating environment – giving our clients a deep understanding of their leadership succession potential.
Our deep knowledge in talent capability and assessment assists organisations to elevate their workforce with succession planning and leadership development.
We connect with organisational leaders to undertake assessments, ranging from 360 surveys, to psychometric and competency based tests, to day-in-the-life assessment centres. Based on these insights, we deliver suggestions to develop top talent and leadership in way that complements organisational performance model framework.
Mercer Evolve’s talent and capability assessments are designed to align your business values, strategic context and operating environment.
Our Leadership Capability Frameworks reflect both current and future requirements, and leadership capabilities and skills required for success at the targeted level.
We help clients identify how talent from direct competitors compare with internal talent, what new sources of talent should be explored, how current leaders compare with the external talent pool and which individuals are most aligned to their future strategy.
We use a combination of both stable potential, malleable potential, and external and contextual factors to land on a full picture of a candidate’s readiness for a targeted role.
We also provide best-in-class benchmarking, including external norms (industry and geography specific) to assist you in future proofing your business from a talent perspective.
Our advisors work with organisations within the Pacific and worldwide to design and plan workforces to be agile for change. Let us help you develop your workforce by leveraging our deep human capital expertise as well as our global insights and world-class capabilities across all lines of business.
Through asking challenging questions and analysing our rich breadth of data, we partner with you to design and develop robust organisation structures aimed at accelerating your business objectives.
Develop your future-of-work strategy and operating model, including your organisation’s design, governance and frameworks.
Align your business values, context and operating environment through your employees, as well as detailed benchmarking, including external norms (industry and geography specific) to assist you in future proofing your business from a talent perspective.
Identify and act upon cultural risks to build a powerful employee listening model.