Talent Management

According to Forbes, 85% of Fortune 500 companies use 360º Feedback to get a clearer picture of an employee’s performance from different points of view. So, if someone is great at managing their team, but less so at interacting with senior executives, then that will show from the feedback they receive from those groups. When done right, 360º feedback gives companies a wealth of information about their employees to help them grow and improve their performance.

Our consultants will analyze your 360º feedback needs and deploy a customized 360º feedback questionnaire thorough our online assessment platform. We will manage the entire process from deployment to reporting then provide you with our expert analysis and recommendations. You will retain access to our 360º feedback platform to administer more surveys in the future.

Each company needs a specific set of capabilities to drive the successful implementation of the corporate strategy. We work with you to identify these capabilities and clearly and translate them into detailed competencies.

We design behavioral, technical, and leadership competency frameworks that include different proficiency levels with detailed behavioral indicators.

Our consultants then map these competencies to your job roles so you can hire and develop talent based on the competencies your company needs to succeed.

Developing job descriptions that add value to your company’s operation is more than just compiling a list of duties and requirements into a document. Understanding the details behind each job role and why it is needed in the company are at the core of drafting job descriptions.

Our consultants will help you answer questions revolving around the need for creating new positions, merging positions, terminating positions, and dividing roles, responsibilities, and accountabilities to optimize work. We do this by conducting a rigorous job analysis and administering multiple assessment tools to analyze each position within your company.

Research shows that when assessments are coupled with structured interviews, they predict performance 66% more accurately than unstructured interviews (Schmidt & Hunter, “The Validity and Utility of Selection Methods in Personnel Psychology”). Assessments are invaluable in the recruitment and development cycles when used correctly. They are validated by research and are legally defensible for use in all talent management practices.

We start by analyzing your existing talent management needs and recommend the appropriate assessment framework that matches your requirements. In collaboration with our assessment partners, we then customize assessments to your company’s competencies and develop customized job profiles for the different roles in your company.

You will receive training and support throughout the process as we guide you throughout the assessment implementation process.

When an employee in a key leadership position unexpectedly leaves the company, it may be left scrambling to find a suitable successor. A study by Deloitte in 2018 revealed that 86% of leaders think succession planning is important and critical yet only 14% believe that their companies are doing it right. In another 2015 study, Strategy& analyzed data from the top 2500 public companies and found that companies that fire their CEO without having a clear successor forego an average of $1.8 billion in shareholder value compared with companies that have a planned successor.

To ensure that your company is equipped to nurture successors for critical positions, our consultants will work with you to identify these important positions and build succession roadmaps for each one. We develop actionable leadership development programs that are disciplined and data-driven to help you identify, nurture, and assess successors so your company is always ready to replace departing leaders with suitable candidates.