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  • Wednesday April 14, 2021

The T-R Group Inc.

Advancing the Human Side of Business

Manage Your Talent

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“Planned or otherwise every organization has a strategy”.

Finding and keeping good employee talent is the foundation of your organization. Each day employees need to be engaged both intellectually and emotionally in their jobs. Effective talent management strategies ensure getting the right people, doing the right things, in the right way, at the right time, with the rights tools. When this happens successfully, employees add value in the creation and delivery of your products and services.

We can enhance your talent management practices with:

  • Job profiling through task and position analysis
  • Job competency identification
  • Targeted employee selection through assessment, skills and personality testing
  • Design of onboarding experiences
  • Identification of career pathways and employee development
  • Design of employee developmental learning experiences
  • Succession planning and business continuity
  • Employee evaluation and performance appraisal

Need help with aligning your talent management practices to your business strategy? We can help. Chat now.


Strategic Planning & Organizational Review

What makes you different from your competitors? If you’re a senior manager who influences the strategic role of your organization, we can assist with facilitation of your strategic planning process.

Strategic planning differentiates you from your competitors, and shapes everything you do in your business. From determining product and service delivery, to employee selection to achieving your business plan. Developing a sound strategic direction is fundamental to your success.

We ask the right questions that allow you and your team to define mission, vision and value statements, establish critical core and employee competencies, identify organizational capabilities, and determine your value proposition. We assist with environmental scanning, facilitation of SWOT analysis, and the exploration of critical success factors.

Strategic Talent Management

We can also help you maximize the power of people through strategic talent management. It begins with establishing your employee brand, creating approaches for selecting best-fit employees, maximizing onboarding efficiencies, engaging employees to do their best work, and establishing a solid succession plan for key employees in your organization.

Strategic talent management ensures you have the people you need to achieve your business plan. This ensures business continuity should key employees decide to leave on their own or for other reasons such as death, accident, or retirement.

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Do you need a full or departmental organizational review to determine effectiveness?

Operating with strategic intent means clear alignment of structure, processes, and people working to support your overall business objectives. At The T-R Group Inc. we have significant experience with organizational development for small and large firms, and can assist you with a full review to determine your organizational effectiveness.

If you are currently experiencing challenges based on misalignment and duplication of effort, resources, and tasks, we can help you. We’ll review alignment to ensure business strategy drives the structure, value-added processes are based on the structure, and structure and processes result in contributory people practices.

Need to know more about achieving your organizational performance expectations? Call today.

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Talent management begins when you hire an employee and ends when the employee leaves your organization. In order to find a good fit employee, you need to define the characteristics of a good employee first. Ensure the following items appear on your job descriptions:

  • • Knowledge, skills and abilities required to successfully do the job
  • • Required personality characteristics that would make this person an ideal employee
  • • Core competencies essential for interaction with others in the workplace
  • • The physical and emotional demands of the job

Remember:

  • • Conduct a proper task analysis prior to writing your job description
  • • Ensure you ask for only bone fide requirements necessary for to do the actual job, otherwise your hiring practices could be deemed discriminatory

Still unsure or don’t know how to prepare task analysis or job descriptions, we can assist. Chat now!


Nine out of 10 employers see leadership, culture and engagement as top business concerns. Today, organizations are realizing that culture and engagement aren’t “soft” issues, but key levers that can drive business performance.
– Deloitte, 2015

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