Despite people being your most profoundly competitive advantage, making the case for talent management programs is difficult. Many business leaders still think of HR as compliance-driven cost center, instead of a powerful ally in increasing revenue and ensuring organizational longevity. So how can you show that a talent management initiative can and should drive positive business outcomes?Despite people being your most profoundly competitive advantage, making the case for talent management programs is difficult. Many business leaders still think of HR as compliance-driven cost center, instead of a powerful ally in increasing revenue and ensuring organizational longevity. So how can you show that a talent management initiative can and should drive positive business outcomes?