Differences in peoples' performance impact on the bottom line
Strong performers increase revenue and profit by developing effective ideas and strategies, winning support for them, and inspiring others to get them implemented. They cut through bureaucracy and complexity, bring ideas to market quickly, meet commitments, and reduce costs.
Weak or marginal performers hurt your bottom line by making poor decisions, working inefficiently, failing to get other's support and being slow to change. They are frequently also slow learners.
Assessment is the process of evaluating whether an individual has the capabilities to be a strong performer in a particular role, both now and in the future. It provides the most accurate information possible for making decisions about people's readiness and potential and for driving their development.
A well-designed process consists of a combination of measures that provide organisations with rich and reliable information which enables them to make accurate and effective decisions.
The Talent Institute has an eclectic approach to assessment and subscribes to use of tests and measures sourced from a range of different suppliers.
We assess candidates in a given context against:
- Job-specific delivery accountabilities
- Operational and strategic demands of a particular job role
- Competencies required for effective performance
Our approach is based on a holistic view of candidates that focuses on:
- What they can do (competence)
- What they have done (experience)
- What they know (knowledge)
- Who they are (attributes)
Our single biggest value lies in our ability to interpret composite assessment data in the context of business risk. Our dash board reports contain comprehensive risk analyses and clear recommendations.
The information can be used in both a selection and a development context.
- Accurate Hiring
- Talent Audit
- Identifying Potential
- Graduate Selection
- Leadership Assessments
- Assessment for Development
- Mergers and Acquisitions
- Organisational Re-structuring
- Team Development
TALENT MANAGEMENT SERVICES
Talent management is essentially about making informed choices as to where to invest time, effort and money in driving organisational outcomes. It is also about having the right people intelligence about how the organisation is performing in relation to the various talent and risk management processes.
Strategy ConsultingSuccessful and growing companies not only need to develop the talent capacity to deal with their business today, and the likely business shape of tomorrow, but they also need to develop capacity that will enable the business to tackle challenges that will develop in the future, but which are not yet apparent.
Talent MeasurementHigh potential employees increase revenue and profit by developing effective ideas and strategies, winning support for them, and inspiring others to get them implemented. They cut through bureaucracy and complexity, bring ideas to market quickly, meet commitments, and reduce costs.
Process Re-engineeringFor a company to exploit its employer brand effectively when it fishes for talent, it must think of recruits as customers, use sophisticated marketing analyses to identify its key rivals, determine which corporate attributes matter most to specific types of recruits, and understand how best to reach them.
SolutionsThe Talent Institute provides specific solutions that compliment our core services, from strategy design to talent development, risk intelligence, transition coaching and executive conversations.
Audits and SurveysA capability audit (also referred to as an organisational X-ray, layered talent review, or a human capital due diligence) is a comprehensive audit of capability at all levels of leaders and managers.
WorkshopsCareer planning and development workshops coupled with workshops on how to conduct conversations about performance and development for managers are very powerful tools in the talent management arenas.
TALENT MANAGEMENT PRODUCTS
Succession Planning and Leader Development
Talent Management Strategy
Selecting the next CEO
About Assessment and Development Centres
Establishing and Operating an Assessment Centre Unit
Leader Capability Audit