Article

Driving business outcomes through sustainable human capital management

March 12, 2019

By John M. Bremen, Laura Sejen and Amy DeVylder Levanat

In the current environment, companies are experiencing convergence among the interests of investors, consumers and employees as they demand alignment between business, risk, and talent strategies that are driven by purpose and dexterity to create value, mitigate risk and sustain differentiated growth, as well as innovation, financial performance and economic outcomes. The sustainability of human capital is at the heart of this calculus, with stakeholders throughout the system (boards, C-suites, investors, consumers) articulating its importance.

For businesses, long-term success in the current environment requires determining how to maintain a breathtaking pace, with agility, productivity and desired outcomes without losing sight of health, wellbeing, quality of life, quality of products/services, quality of relationships and the importance of the most basic human interactions.

Willis Towers Watson’s Sustainable Human Capital Model illustrates that organizational practices across Culture, the Talent Value Proposition (TVP) and Inclusion & Diversity (I&D) drive sustainability by putting the employee at the center of the talent experience and enabling desired business outcomes in terms of growth, innovation and financial results.

The Sustainable Human Capital Model

Sustainable human capital practices across Culture, the Talent Value Proposition (TVP) and Inclusion & Diversity keep the employee at the center of the talent experience and drive desired and measurable business outcomes.

Business, risk and talent strategies graphic 

Successful organizations accomplish this through 10 key actions.

  1. Ensure alignment between business, risk and talent strategies
  2. Determine what is required to create a healthy company culture within your organization
  3. Bring purpose and certainty to the forefront of the talent experience
  4. Ensure your TVP reinforces the achievement of your business and talent strategy
  5. Modernize Total Rewards programs and practices to meet employees where they are and where they want to go
  6. Make inclusion and diversity an integral part of the organization
  7. Create a talent experience that puts the employee at the center
  8. Employ human capital measures that align with stakeholder (customer/client, employee) and shareholder (investor) values
  9. Link human capital sustainability outcomes back to value creation and risk mitigation
  10. Recognizing sustainability requires an evolving mindset; be agile and open to change

For the full Willis Towers Watson Perspective, please download the report.