Assisting HR Leaders in Their Trusted Advisor Roles
Leaders in Human Resources spend much of their time assisting and supporting key decision on people. In many cases, the process is highly subjective and based on extrapolations from incomplete data especially if the company is relying on mainly what's in their HRIS system. The missing data mainly falls into two categories- behavioral causal factors and job-specific benchmarks. We provide a people decision support system that works with your HRIS data to provide the appropriate data to support key decisions, strategies and actions in the following areas.
Succession/Talent Planning and Bench strength assessments
Leadership and key position development
Improving management effectiveness especially supporting emerging leaders
Our approach which has been used across many of the Fortune 1000 and Inc5000 including Microsoft, Progressive Insurance, Techstyle, MasterCard and Krogers. The key elements that need to be connected are organizational strategy, an understanding of threats and opportunities affecting talent, a BCF profile on each involved (leaders, potential successors…), strategic use of our 360 feedback system and an activity planning and resource system.
Our differentiated advantage is our data and our data driven approach which reduces the subjective, bias-laden approach still followed by many organizations which allows them to check off the activity but produces few benefits.
Insightful data on the culture and engagement factors that really make a difference in how you effectively lead and optimize a diverse organization using our validated DE/Inclusivity Assessment tied to our behavioral assessment
Employee analytics that enable your managers to be situationally effective and provide the support and insight to deal with specific issue so they can inspire and build strong relationships among employees, managers, and teams.
Talent planning data to effectively assemble an accurate picture of your bench strength and gaps enabling you to develop an effective succession plan with a targeted development plan.
A clear understanding of the causes of behaviors that support and hinder performance enabling you to be e a true resource for performance management and improvement helping managers develop a far more productive relationship with employees.
An accurate assessment of the strengths and weaknesses of any of your people relative to key competencies and to jobs to enable you to make better development and selection decisions and to better target investments.
The most relevant information on whether a person's behavioral tendencies are strengths or derailers in a given role-something most traditional methods fail to do. It also provides human resources with a way to emphasize what individuals are doing right, while at the same time encourage balancing factors that will enhance performance and job satisfaction. This powerful self-knowledge improves relationships and performance and it gives you the ability to be a trusted advisor.
Outcomes of our program:
A much more accurate and insightful understanding of POTENTIAL for key players in your organization
A more accurate and comprehensive read on ASPIRATIONS of your key players
A greater capability inside organizations to focus their key people on applying their strengths and avoiding weak areas (as well as adOdressing the ones that must be dealt with)
Improved employee experience by understanding individual engagement factors and how fulfillment on the factors important to the individual (This has a major impact on retention)
An accurate understanding of "bench strength" which, in turn, facilitates talent acquisition and development strategies and plans
Questions you will be able to answer much more effectively:
Who is prepared for x,y,z… key role?
Which jobs will we need to hire externally?
What do we need to do to prepare XXX for their current and near term responsibilities?
What do we need to do to prepare our key people for future roles?
