If business managed their money as carelessly as they manage their people, most would be bankrupt. The great majority of the companies that control their finances masterfully don’t have any comparable processes for developing their leaders or even pinpointing which ones to develop.
It is clear enough that people make the decisions and take the actions that produces the number. Hence, talent is the leading indicator of whether a business is headed up or down, talent will be big differentiator between companies that succeed and those that don’t.
It is only one competency lasts ; it is the ability to create a steady , self-renewing stream of leaders. Money is just a commodity. Talent supplies the edge.
Products all are time-perishable and the only thing that stays is the institutional learning and the development of skills and capabilities that have in people.
Developing People’s talent is the whole of the company should be focusing at the end of the day.
We help the organizations to create their Talent Strategy by reviewing the key talent imperatives in line with overall business objectives and goals.
Conduct strategic assessment for effectiveness of interlinkage of HR processes like Workforce Planning, Talent Acquisition, Learning & Development, Compensation & Benefits, Performance Management and Leadership Development
Analysis gaps and recommend actions for better synergy and coordination between HR processes as part of talent strategy.
Define organizational behaviors by using Competency framework and design assessment to create linkage with Performance feedback, Potential forecast, addressing development needs, career progression , Back up for critical positions.
Review the current status of HR technology and recommend steps to introduce usage of HR technology platform to provide better employee experience and improve efficiency of HR processes.
Conduct diagnostic study of Organizational and Human Resource Maturity levels covering Compliance Management, Process Management, & Capability Management.