How to implement total talent management for effective chro strategy

Understanding the scope of total talent management

Defining Total Talent Management in Today’s Workforce

Total talent management (TTM) is more than just a buzzword. It’s a comprehensive approach that brings together all aspects of workforce management—permanent employees, contingent workers, and external talent—under a unified strategy. The goal is to create a seamless process that supports business goals and delivers value across the entire talent spectrum.

In practice, TTM means breaking down traditional silos between HR, procurement teams, and business units. It involves integrating management processes for both permanent and contingent workforce segments, so organizations can respond quickly to changing business needs. This approach is gaining traction as companies face increasing pressure to adapt, innovate, and compete for top talent in a tight labor market.

Key Elements of a Total Talent Approach

• Unified workforce solutions: TTM combines the management of permanent employees and contingent workers, including those sourced through MSPs (Managed Service Providers) and direct sourcing channels.
• Holistic talent acquisition: By treating all talent—internal and external—as part of the same ecosystem, organizations can optimize hiring, deployment, and retention strategies.
• Data-driven insights: Leveraging technology and analytics provides visibility into the total workforce, supporting better decision-making and more agile management strategy.
• Employer brand consistency: A unified approach helps maintain a strong employer brand across all worker types, which is critical for attracting both permanent and contingent talent.

Companies that embrace total talent management gain a clearer view of their human capital, enabling them to align workforce solutions with business objectives. This foundation supports the integration of business goals with talent strategy, the use of technology for talent visibility, and the development of a culture that values all contributors.

For organizations looking to enhance their talent management processes, exploring the role of a talent coordinator can be a practical first step. This role often acts as a bridge between HR, procurement, and business leaders, ensuring that total workforce management is both strategic and operationally effective.

Aligning business goals with talent strategy

Connecting Talent Strategy to Business Objectives

For a Chief Human Resources Officer, aligning business goals with a total talent management (TTM) strategy is essential. This means understanding how workforce management can directly support the company’s broader objectives. Whether the focus is on growth, innovation, or operational efficiency, the talent strategy must be designed to deliver measurable impact.

Start by analyzing the organization’s current and future needs. This involves close collaboration between HR, procurement teams, and business leaders to ensure that both permanent employees and contingent workers are considered in workforce planning. The aim is to create a unified approach that leverages all available talent—internal and external—to drive results.

• Assess workforce gaps: Identify where permanent or contingent talent is needed to meet business targets.
• Engage stakeholders: Include leaders from various departments to align talent acquisition and workforce solutions with business priorities.
• Integrate management processes: Ensure that hiring, onboarding, and management of both permanent and contingent workforce are streamlined for efficiency and compliance.
• Leverage insights: Use data from management TTM systems to inform decisions and adapt strategies as business needs evolve.

It’s also important to consider how direct sourcing and managed service provider (MSP) solutions can support a flexible approach to talent acquisition. By integrating these solutions, organizations can respond quickly to changing demands, improve employer brand, and optimize the total workforce mix.

For more on practical approaches to aligning talent strategy with business goals, see this resource on effective approaches to managerial staffing.

Ultimately, a successful management strategy connects human capital to business outcomes. By aligning total talent management with organizational objectives, CHROs can ensure that every hiring and workforce decision supports long-term success.

Integrating permanent and contingent workforce planning

Bridging Permanent and Contingent Workforce Planning

Total talent management (TTM) demands a unified approach to workforce planning. Organizations today rely on a mix of permanent employees and contingent workers, such as freelancers, contractors, and agency staff. Integrating these groups under one management strategy is essential for business agility and resilience. A siloed process for hiring and managing permanent and contingent talent can lead to inefficiencies, duplicated efforts, and missed opportunities. Instead, companies are moving toward a holistic solution that brings together HR, procurement teams, and business leaders. This approach ensures that both permanent and contingent workforce needs are addressed in line with business goals.

• Direct sourcing: Companies are increasingly using direct sourcing to tap into external talent pools, reducing reliance on third-party agencies and improving employer brand visibility.
• MSP and workforce solutions: Managed Service Providers (MSPs) and integrated workforce solutions help streamline the management of contingent talent, offering better insights and control over external workers.
• Unified technology platforms: Leveraging technology for talent visibility enables organizations to view and manage all workers—permanent and contingent—through a single dashboard, supporting informed decision-making and compliance.

Case studies show that organizations adopting a total workforce approach achieve better alignment between talent acquisition and business strategy. This integration supports more agile hiring, improved management processes, and a stronger employer brand. For deeper insights into how a unified management strategy can foster inclusive workplaces and support both permanent and contingent workforce needs, explore this resource on inclusive workplace strategies. By breaking down barriers between permanent employees and contingent workers, businesses can unlock the full potential of their human capital and drive sustainable growth.

Leveraging technology for talent visibility

Enhancing Talent Visibility Through Technology

Technology is now at the heart of effective total talent management. For CHROs, leveraging the right solutions can transform how organizations view and manage their workforce. With the increasing complexity of managing both permanent employees and contingent workers, digital tools provide the clarity and agility needed to align talent with business goals.

• Centralized workforce data: Modern workforce management platforms consolidate information about permanent and contingent talent. This unified view supports better decision-making and helps procurement teams, HR, and business leaders understand their total workforce composition.
• Real-time insights: Advanced analytics offer actionable insights into hiring trends, workforce costs, and talent gaps. These insights enable organizations to adapt their management strategy quickly, ensuring that both permanent and external workers are deployed where they are most needed.
• Integrated management processes: Technology bridges the gap between HR, procurement, and MSP partners. By automating processes such as direct sourcing, onboarding, and compliance checks, organizations can streamline the management of both permanent and contingent workforce segments.
• Enhanced talent acquisition: Digital solutions support a more agile approach to talent acquisition, making it easier to identify, engage, and onboard the right mix of permanent and contingent talent. This flexibility is essential for meeting evolving business needs and supporting a robust employer brand.

Case studies from leading organizations show that those who invest in workforce solutions and technology gain a competitive edge. They achieve greater visibility into their human capital, optimize their management TTM processes, and are better equipped to respond to market changes. Ultimately, technology is not just a tool but a strategic enabler for total talent management success.

Building a culture that supports total talent management

Creating an Environment for Total Talent Success

Building a culture that supports total talent management is not just about policies—it’s about embedding the right mindset across your organization. When business leaders, HR, procurement teams, and managers share a unified approach to workforce management, the benefits of total talent solutions become clear. This means treating both permanent employees and contingent workers as valuable contributors to business goals, regardless of their contract type.

• Promote transparency: Open communication about workforce strategy and management processes helps all teams understand the value of integrating permanent and contingent talent. Share insights on how total workforce solutions drive business outcomes.
• Foster collaboration: Encourage cross-functional teams—HR, procurement, hiring managers, and MSP partners—to work together. This collaboration ensures a seamless process for talent acquisition and workforce management, whether sourcing direct or external talent.
• Champion inclusion: Recognize the diverse perspectives and skills that both permanent and contingent workers bring. Inclusive practices strengthen your employer brand and attract top talent from all segments.
• Invest in learning: Offer training and development opportunities to all talent, not just permanent employees. This approach supports human capital growth and signals commitment to the total workforce.

Case studies show that organizations with strong management TTM cultures are better positioned to adapt to market changes and deliver on business strategy. By leveraging technology and workforce insights, you can continuously refine your management processes and ensure your total talent approach remains agile and effective.

Measuring success and continuous improvement

Key Metrics for Tracking Total Talent Management

To understand if your total talent management (TTM) approach is delivering value, it’s essential to define clear metrics. These should cover both permanent employees and contingent workers, reflecting the full scope of your workforce solutions. Common metrics include:

• Time-to-hire for both permanent and contingent talent
• Quality of hire, measured by performance and retention rates
• Cost per hire, including external service and MSP fees
• Workforce productivity and engagement scores
• Compliance and risk management indicators

Integrating these metrics into your management processes helps align your talent acquisition strategy with business goals. It also supports procurement teams in evaluating the effectiveness of direct sourcing and external workforce solutions.

Continuous Improvement Through Data and Insights

Leveraging technology is crucial for gaining real-time insights into your total workforce. Modern workforce management platforms can consolidate data from multiple sources, including contingent workforce management, permanent employees, and external talent pools. This unified view enables HR leaders to:

• Identify gaps in talent supply and demand
• Spot trends in hiring and workforce performance
• Benchmark against industry standards and case studies

Regularly reviewing these insights allows organizations to refine their management TTM strategy, ensuring it remains agile and responsive to changing business needs. This process also supports the development of a strong employer brand, which is vital for attracting both permanent and contingent talent.

Embedding Feedback Loops in Management Processes

Continuous improvement in total talent management relies on structured feedback loops. These should involve stakeholders across HR, procurement, and business units. By gathering feedback on workforce management solutions, hiring processes, and service delivery, organizations can:

• Pinpoint areas for process optimization
• Enhance collaboration between internal and external teams
• Adapt solutions to better support human capital objectives

Embedding these feedback mechanisms ensures that your management strategy evolves alongside your business, delivering sustainable results for both permanent and contingent workers.