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.
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.
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.
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
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.
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.