- It is an integrated strategy to ensure that the required shifts are simultaneous and coordinated among all talent management related functions
- It is a data-driven strategy, decisions are based on data and facts, rather than tradition or past practice
- It is prioritized and it focuses its time and resources on… the highest impact business units, jobs, critical skills, regions and individuals
- It is not “permanent employee” centric. It instead frequently utilizes “alternative” labor sources, based on the duration of their need, their availability, their cost and their capabilities (Alternatives include part-time, seasonal, outsourced, retirees, customers and contract labor)
- It is aggressive. It aggressively utilizes the latest talent management tools and approaches in order to “dominate” the talent marketplace
- It utilizes a customized model, where a “one size fits one” approach is utilized… to ensure that the strategy, tactics and approach precisely fit the business cycle, the region and the business unit needs
- Because it is supported by a continually updated business case, it is better funded. It is also “multiyear funded”… because talent management shifts must begin before corporate revenues actually change
- It is derived from the best elements of other successful business models including… inventory management, customized production, CRM and supply chain
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