What KPIs should we measure to accurately identify and show the business value of critical talent within our organization?
How to distinguish between roles that are crucial to business success and those that are less critical when assessing and planning for talent?
What are the most effective strategies for addressing retention challenges and ensuring we support high-potential employees in alignment with business goals?
How to integrate talent metrics into succession planning to ensure that our leadership pipeline is both robust and diverse?
What role should leadership play in utilizing talent metrics to influence organizational strategy and demonstrate the value of these metrics to the business?