Talent
Along with the client, we design and manage ad hoc processes for Talent evaluation and development, by adopting models and tools among the most advanced and most commonly employed. This certainly ensures the validity and the objectivity of the result. The road map we suggest is the following:
Project
Along with the client, we go through a structured path defining:
a skills profile specific for each position (job profile)
how to give feedback on results
a process to communicate the project
an operating mode and activity planning
Process
communication: background, objectives, process, operating modes, tools and timing
one-to-one meetings with our consultants aimed at:
knowing each other personally and professionally: background, role and position
in-depth analysis of the process
enhancement of the level of engagement
assessment: through the administration of questionnaires about skills and leadership and the observation of team-based experiences, if needed
framed analysis of the outcomes overview and provision of an individual summary report
structured feedback meeting
Self-Development
sharing the most significant areas of intervention in terms of gaps to be filled
co-designing an individual plan
starting a path with the help of our consultants
It may be useful to implement an assessment also in order to make important management decisions with increased awareness, objectivity and consistency. These could be: hiring, replacing or promoting. Moreover, introducing assessment processes within one’s own development model qualifies the compensation and training policies, maximizing effectiveness and reducing relative costs.