Why not build your HR programs on facts instead of assumptions?
The summer is a great moment for reflecting on HR projects and strategic positioning. Make sure that you are not building castles in the sky. Rely on Talent Intelligence to secure the ROI of your projects.
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Don't expect impact from generic programs
Whatever project your tackling this summer, take into consideration that generic, non-user centric programs do not cut it anymore in today's world.
Employees expect tailored solutions to fit their needs.
Treat your employees like you treat your customers. Talent Intelligence can help.
One size does not fit all
Retention program
Turnover too high? Your exit interviews provided some insights into the different reasons why people left. But do you know how to retain Marion from Sales or Carlos from Finance? Probably not. Fact is that just another non- specific retention program will most likely fail to generate the impact you need.
Well-being program
Your recent engagement survey showed stress and energy issues again? Setting up just another resilience training and coaching in an open offering will not generate the impact required to remedy this. Knowing that Veronique is suffering energy-loss due a mismatch with her current job and that Yuan is losing energy because of a lack of challenge, that would really allow you to address the right issues effectively.
Leadership program
Building a leadership program over the summer? Make sure you address the unique development needs of Amina, Daniel and Yi. Don't assume they are similar. Make sure you identify their individual needs, so you can customize their development program for real impact.
Implementing an LMS
Looking to spend some time over the summer to prepare the selection of an LMS for your organisation? Remember that it is not only about spoiling people for choice with development opportunities. Key is to guide people towards those development actions that meet their needs in a specific way. Make sure they develop what really matters and fits their expectations.
Introducing talent reviews
The business needs a solution to identify potential and remedy low performance? You are considering to set up a talent review process to discuss talent and prepare follow up? If you don't have reliable data, decisions risk to be of low quality and biased with costly consequences. Remember that the biggest enemy of ROI in talent review is bias.
Use smart data and secure ROI
of organisations only have access to descriptive data which does not allow for forecasting or prescription
chance of increasing the individual performance with a positive custom employee experience
of CEO's feels confident with the human capital metrics offered by HR
Your talent strategy benefits from the right people insights at the right moment.
The TLQ technology and expertise delivers decision information for sustainable careers.
Other challenges we can help with
Potential is often confused with performance. Only 30% of high performers are also high potentials. Get past the usual suspects in potential detection.
Don't make assumptions about career aspirations. Make employees attentive to their pitfalls.
Discussions behind closed doors and undisclosed criteria undermine trust. Increase transparency by using evidence-based data.
No more data Excel powered data collection on endless calibration meetings. Spend your time on what really matters: planning for development and follow-up.
Looking for more than HR reporting?
Start to look ahead with our Talent Review Profiler.
Potential and performance are all too often confused.
Get beyond the linear HR reporting cycle and focus on the core of talent management. Valuable decision information that creates a real impact and inspires people.
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Our happy clients
Civil servants work for a better society. That's why we support our colleagues in the federal government in taking charge of their careers and support internal mobility.
The evidence-based feedback we give them based on the TalentLogiQs solutions helps them to achieve that goal.
At Konings we like to keep our people close. We strive to know and understand them so we can move forward together. The TalentLogiQs solutions help us in this effort.
To Ormit Talent, the Career Fitness Profiler is a trusted instrument since 2014. We feel that the career intelligence provided by TalentLogiQs is indispensable for in-depth career conversations with our young talents.
In preparing our students for their transition into the labour market, we’ve created an intensive program toreflect upon their future careers and what is needed to sustainably build this. The career analytics provided by TalentLogiQs are essential input for ourcareer sessions. We find that the feedback in the individual reports provides our students not only with interesting insights but also pushes them towards concrete development actions.
At ProjectiveGroup, we aim to be an employer of choice for Financial Services consultants. That’s why we put personal & career development of our peopleare the very top of our agenda. The Talent Review Profiler supports us in this strategic effort. Based on the analytics provided by TalentLogiQs, we know exactly what topics to address in our development conversations.
The Talent Review Profiler provides not only with an evidence-based and speedy X-Ray of the talent pool, it has also provides the business with forecasting in terms of leadership, innovative and operational potential. We identify key risks like the risk of leaving and disengagement, and we give managers insight in the development opportunities and aspirations of every individual talent. This enables us to make talent decisions that both drive the business and engage talent.
For CM, the success of Talent Review depends both on the process and data you can trust. Crucial for CM is the conversation between manager and employee. The Talent Review Profiler fuels that conversation with the right topics in an evidence-based way.
To ensure the growth of Multipharma we like to engage in meaningful conversations with our people. The talent Review Profiler helps us to dig deep into the essential career issues, possible risks and the potential of our talents. It helps us to engage in qualitative career dialogues, identify development opportunities and search for the win win.
At Corilus, an innovative and leading software development company for outpatient healthcare, we have embraced the Talent Review Profiler in our Talent Review Process. Analytics enable us to base decisions on performance and talent risk metrics.
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