With changing demographics, shifting business dynamics, and increasing competition for a best-in-class workforce, Talent has become the singular differentiator in financial services. We help align and optimize human capital programs, risk management, and organizational culture to drive business objectives.
Aon Hewitt's Engagement 2.0 study highlights three critical culture traits of financially high performing firms in the industry, people-orientation, collaboration, and transparency.
Human Capital Strategy Matters
Too often, talent spend is not linked to business strategy. HR programs are frequently set in motion without a clear connection to what will drive business results. While stopping established programs can be difficult, the real challenge is to introduce new practices that demonstrate value to the organization and drive business success. It’s time to establish a fresh set of connections.
Solutions for Financial Services
More than ever, leaders in the financial services sector need to consider how to align their human capital programs to business strategy - throughout the employee lifecycle.
Leaders in financial services are asking:
- We’re under increased scrutiny to change our culture - where do we start?
- How do we drive high performance while managing regulatory pressures?
- Business as usual is over – how do we impact real behavior change?
- What should we prioritize with our limited budgets? How can we establish HR’s focus and identify our key talent gaps to close?
- Assessment for current and required culture, and action planning expertise to bridge the gap
- Proven methodology in building human capital strategies with sector-specific expertise
- Prioritization of programs to determine impact and feasibility and assessment of funding implications
Why McLagan for Human Capital Strategy?
Navigating this journey relies not only on solid methodology, but also a range of capabilities and critical thinking to support success. Aon Hewitt’s leading global talent management expertise coupled with McLagan’s deep financial services experience allows us to bring creativity and external points of view on how to solve talent problems, define a clear linkage between metrics and analytics to HR and business outcomes, and the ability to identify a practical path forward for the HR function.