{"id":102619,"date":"2023-05-15T17:06:53","date_gmt":"2023-05-15T15:06:53","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=102619"},"modified":"2023-05-15T17:07:09","modified_gmt":"2023-05-15T15:07:09","slug":"managing-talent-during-organisational-change","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/en-gb\/managing-talent-during-organisational-change\/","title":{"rendered":"Managing Talent during Organisational Change and Restructuring"},"content":{"rendered":"

All organisations will, at some point, need to make changes to their business models to remain viable. Organisational change can vary from relatively small adaptations, such as introducing new software for a specific process, to fundamental changes to how a whole business is structured, such as a digital transformation in response to new technologies and growth opportunities.<\/p>\n

Managing change is challenging in itself. However, managing talent within an organisation that is undergoing significant change adds a whole new layer of difficulty. When we manage talent<\/a>, we focus on ensuring we have the right people with the right skills in the right roles<\/strong> to help an organisation achieve its business goals.<\/p>\n

During periods of organisational transformation, those goals shift to include both executing the change itself and also the objectives which the new structure needs to deliver.<\/p>\n

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The result is that talent management becomes more complicated. Businesses need employees with skills in implementing change in the short run, but the long-term success of the transformation is based on the organisation having the right talent for its future business model.<\/p>\n

When change happens, the executive team may deprioritise talent management for a time, either by necessity or unintentionally, especially if the change is driven by cost or major disruption caused by external forces. However, if the organisational change is going to deliver the business objectives, an effective talent management strategy<\/a> must be at the core of the business strategy and change programme.<\/p>\n

In this article, we’ll focus on how to ensure organisations have an effective talent management strategy during an organisational change.<\/p>\n

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Table of Contents<\/p>\n