Talent Planning requires an understanding of what roles are required to fulfill the strategic objectives of the organization. Mapping these positions, the responsibilities of each, and what strengths or natural talents are needed for exceptional performance requires talent management analytics. We help organizations acquire and interpret the data to build the most appropriate profile for each role.
Understanding the WHAT, WHY, and HOW of human performance, we help organizations hire the "Right Fit" employee for each role. Our talent management analytics meet the rigorous standards of the US Federal Government Equal Employment Opportunity Commission (EEOC) . Validation has also been documented in the areas of Construct Validity, Concurrent Validity, Face Validity and Predictive Validity.
On Boarding people into your organization requires indoctrination into your culture, an understanding of your vision, mission, and values, as well as alignment of the employee's passion to the organization's purpose. This integration must include a "Getting to Know Me" process which builds a relationship between the employee, the organization, and their supervisor. These processes are critical to "Generating a Passion to Perform."
Every employee wants and needs to know how they are performing in their role. Maintaining employee engagement requires more than an annual performance discussion. Tying talent management analytics into the individualized development plan (IDP) allows the employee to clearly see the focus for positive behavior change. IDP's must be interpreted as fair and objective. Continuous improvement in the current role with a focus on career development drives greater discretionary effort.
Leadership development isn't just for people with direct reports. Anyone can be a leader and developing leadership characteristics delivers higher performance levels for the organization. Of course, moving people from individual contributor roles into management roles requires more formal training and preparation. The certification of leadership characteristics helps candidates prepare for the role changes.
The development of Top Talent for the next role in organization should be purposeful. Many organizations promote Top Talent into roles the person hasn't been prepared to handle. Utilizing a variety of techniques including understanding past performance and potential of succession candidates ensures the smooth transition between leaders. Assuming past performance will guarantee future results is as foolish in people as it is in financial market performance.