We partner with you to ensure you have the required talent capability to achieve your business goals.
As organisations look to successfully execute on their strategy over the next 3-5 years, having the right talent and capability will be the keys to success. However, what do ‘talent’ and ‘leadership’ look like for your organisation, and across all levels of leadership? And, how would an organisation effectively assess and maintain these capabilities?
Having a robust view and process around talent and talent assessment is critical to guide your selection, talent acquisition, leadership development and succession plans, to ensure you have the required talent capability to achieve your business goals.
Talent Assessment Solutions
A suite of scientific assessment tools
Hiring Solutions
Assess talent holistically and automate your hiring using our digital tools
L&D Solutions
Automate your L&D processes using our digital tools
“The validity of Mercer | Mettl is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.”
- Sonal Kapur Sinha, CHRO
Contact: Anne Le Blanc, Principal, Mercer Pacific | anne.leblanc@mercer.com
We bring talent data driven insights to the table to help businesses make better informed decisions about their talent. To achieve this for our clients we design and execute assessments across the talent cycle; from sourcing talent to leadership succession, Board and Executive readiness and for talent development.
In today’s business landscape Boards, CEO’s want the following answers to 3 key questions.
Mercer Evolve has developed a best practice validated leadership succession readiness assessment, applicable to both benchmarking and profiling internal and external talent.
The methodology is designed to ensure that organisations have the best available talent in place to meet their strategic objectives and are better positioned to identify, develop and retain talent, and manage succession more proactively.
At a high level, the solution is intended to achieve the following key outcomes:
How do we close the succession gaps?
We help organisations:
Talent assessment for M&A
We provide organisations going through an M&A an independent, objective analysis of talent, benchmarked against each available position.
Our key differentiators in partnering with clients are:
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.
Map out your needs and develop strategies to transform and improve effectiveness across your organisation.
Detailed planning and integration, specifically in projects to do with M&A and change management.
Understand, align and optimise your rewards and benefits programs in more than 150 countries and organisations of all sizes.
Design executive, sales and broad-based incentives aligned with objectives.
Maria Leske
Talent & Capability Practice Leader, Pacific
Katelijne Pée
Talent & Capability Practice Leader, Pacific
For more information about our Workforce consulting services and products complete the form below and a Mercer Consultant will be in contact with you.
Africa
