Does Size Matter?

As much as the idea of a linear relationship between organizational size and size of the Talent Management function is an attractive one, the relationship between the two is far from simple and many other variables come into the mix.

As you plan on designing and staffing a Talent Management organization, here are a few questions to consider:

• Would you consider the organization fairly sophisticated in its TM practices?
• Does the organization pursue multiple lines of business?
• Is the organization multi-local, with very different talent needs across regions?

If you answer yes on any of these three, your organization is more diverse in its needs than the average. Therefore you are likely to need more dedicated TM resources than the average. Now consider the following questions:

• Are line managers proficient in and accountable for key TM practices (selection, onboarding, development, succession management, etc.)
• Are there opportunities to share TM practices across business or geographic boundaries (e.g., through a global Center of Excellence or Shared Services organization?)
• Are several of your TM functions “outsourceable” ?

If you answer yes to any of these questions, you are more likely to need fewer dedicated TM resources than the average. Of course, each of these questions also impacts the type and quality of the TM talent you need to build or hire.