Unlock your organization’s potentialTM
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Solutions and Services
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What the Leaders Say
Strategic Human Resources
HR needs to think systemically and
systematically about how it creates
value for the business.
- Mark Huselid
Crystal Point Solutions can help you to design strategically aligned
end-to-end Human Resource practices with the core objective of
identifying talent, aligning and developing that talent into your next
generation of leaders, and mobilizing the “right” talent against
priority objectives and critical positions.
Crystal Point Solutions Talent IDEASM (Identify, Develop, Enable,
Activate) is embodied in the following HR practices
Business Risk Considerations
Are you actively managing your pipeline
of talent?
Do you know what types of leaders are
necessary for your businesses
success? Are you helping to remove
any gaps?
Do you recruit for the right types of
talent? Are your new hires successful?
Are high potentials and emerging talent
identified and stewarded?
Do you know which positions are most
critical to your business? If the
individuals filling those roles left
tomorrow, do you have a plan?
Recruiting Practices
Recruiting for attributes that are predictive of future
successful performance and continually validating
those skill and attribute sets including the
identification of values and culture aligned, along with
skill aligned, hires.
Ensuring that new employees are equipped to hit the
ground running, are networked to the right people
within your organization, and are on their way to
becoming your next generation of leaders.
Performance Management
Aligning and on-going management of your workforce
with short-term and long-term strategic objectives.
This includes the delivery of hard targets aligned with
short-term business priorities in a balanced
scorecard type framework along with the development
of skills, knowledge, and leadership capabilities
necessary to become a "leader" within your
organization.
Providing employees with support tools to understand
the complexity of achieving their objectives.
Continual direction setting and challenging of strong
performers and the management of poor performers
out of critical positions.
Improving the visibility of management to the
performance of people and the capabilities of
business groups including the identification of risks.
Benchmarking your leadership capabilities against
your industry and/or internal benchmarks to better
understand critical executional gaps.
Crystal Point Solutions Talent IDEASM
Identify talent at each point in the HR
cycle starting with recruitment
Develop your talent in meaningful ways
Enable your talent by removing
organizational barriers to performance
Activate your talent by ensuring that the
“right” talent is working on the “right”
issues and performance objectives,
and are in the “right” roles
Leadership Development
Developing a philosophy for development within your
organization.
Determining the necessary capabilities, experiences,
values, and styles of your leaders now and future
projected according to your business strategy and
organizational capabilities.
Incorporating individual career development
needs/plans with long-term development.
Developing planned pathways for your next generation
of talent to obtain necessary skills, experiences, and
abilities, including a progression at different levels
within your organization.
Where appropriate, multi-source feedback
incorporation into the process along with internal,
and/or industry and competitor benchmarks.
Succession Planning
Identifying the people implications for long-term
strategy success.
Identifying current talent and capability risks,
necessary shifts in organizational structure, and
planning for future talent gaps (both replacement
planning and succession planning).
Review of your position/role “life-cycle” and value
along with specific employee “life-cycles” are
considered to determine shifts in value of
businesses/positions and the pipeline of talent to fill
critical positions.
Additionally, we offer our Human Resources Diagnostic detailed in
the Organizational Effectiveness and Benchmarking Section
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