Organization Transformation & Talent
Digital and emerging technologies, changing market conditions, and regulatory pressures are common external forces that drive business transformation. Internally, new leadership and growth or consolidation strategies (including mergers and acquisitions) often spark transformation. No matter what the driver, the same challenges typically apply: how to align your organization design, talent, leadership and culture with your business strategy make the transformation vision a reality, and then sustain it over time. Deloitte OT&T practitioners combine deep transformation experience with practical business acumen. Our organization and people solutions incorporate an array of innovative tools and resources, powered by analytics, to enable sustainable change.
An organization's culture is a complex, highly valuable asset, difficult to replicate and a powerful competitive advantage when aligned with corporate strategy. Culture is “the way we do things around here” and becomes visible in the choices people make, how they interact with one another and how they deliver against their objectives.
Culture can be transformed through an understanding of the current and desired future state, and by activating various organizational levers, such as changes in management processes, learning, recruitment, and leader behaviors, to steer the culture in the desired direction. By examining two sets of dimensions — core and differentiating — Deloitte’s Culture Framework and Diagnostic Tool provides the objective insight and rigor required to understand cultural strengths and gaps and drive the behaviors needed to support business strategy and achieve truly differentiated performance. Focusing on ‘moments that matter’ provides a frame to reinforce and embed key behaviors and achieve an organization’s cultural ambitions.
Talent management remains a top business and HR issue as organisations report capability and leadership challenges worldwide. Technology, globalization, and growing government regulation are reshaping the way people work, learn, collaborate, and lead. New, innovative HR programs are becoming essential to attract and keep critical talent in an increasingly demand-driven talent market. Given the complexity of this environment, many organizations are finding it difficult to navigate the path forward. That's where we can help.
Deloitte's Talent Strategy teams work with you to ensure that your people strategies enable your business strategy. Our services include Workforce Planning, Talent Sourcing and Acquisition, Performance, Engagement, Learning, Leadership, Career Development and Succession, Diversity & Inclusion, and Talent Analytics. With an effective talent strategy, you can put the right people, with the right skills and tools, anywhere in the world — and give them opportunities to grow and develop to meet evolving business needs.
Mergers, Acquisitions & Restructuring
Companies embark on a merger, acquisition, or restructuring because they believe it will yield business value. Properly recognizing and managing the human capital aspects of a transaction is critical to realizing this potential value.
Deloitte M&A and restructuring professionals draw upon the experience earned in more than a few thousand global engagements to guide companies on how to enable growth, capture value, and bring the business together (or effectively carve the business out). Our subject matter experience encompasses the full range of Human Capital matters throughout the transaction life cycle, including Total Rewards, Organization & Talent Development, Culture, HR Transformation, and Actuarial Services. These are backed by Deloitte's deep breadth of experience across the disciplines of Consulting, Audit, Tax, and Financial Advisory for a comprehensive approach that is both business-led and people-driven.
As organizations become more digital, they face a growing imperative to redesign themselves to move faster, adapt more quickly, learn rapidly, and embrace dynamic career demands. Leading organizations are moving past the design phase to actively build this new organization.
In 2015, we termed leadership the "perennial issue" that never seems to go away. This year we see a radical shift. Today, as never before, organizations do not just need more strong leaders, they need a completely different kind of leader—younger, more agile, and "digital-ready."
Rather than focus narrowly on employee engagement and culture, organizations are developing an integrated focus on the entire employee experience. A new marketplace of pulse feedback tools, wellness and fitness apps, and integrated employee self-service tools is helping.