Talent Management
Talent pool, talent management and succession planning although an over used phrase really means ‘High Potential Development’. Keeping hold of your most valuable employee’s and preparing them for the challenges/career progression ahead is becoming the topic of conversations on most boardroom agendas than ever before.
With an increase in headhunters and ‘talent spotters’ it is becoming increasingly more difficult to keep your most talented employee’s unless you spot them and develop them first.
We at AP recognise this, haven spoken to many recruitment agencies, head hunters and employee’s who have either been identified as having ‘potential’ but without real tangible development plans or those who simply work for organisations that don’t currently have such a scheme.
The words ‘under valued’, ‘under utilised’ and ‘undeveloped’ are common words we hear. The phrase ‘Untapped Potential’ springs to mind. Well our role is to assist your organisation unlock that potential and improve individual and organisational efficiency.
We recognise that ‘one size does not fit all’ and that external programmes are costly, time consuming and more importantly not tailored to meet the individual and organisational needs. That is why we believe that a more organic and holistic approach is more effective and efficient.
Our typical approach is to:
q Use a robust assessment process identifying the present and future needs using a variety of assessment tools from internal assessment, Managerial And Professional Profiler and 360 degree feedback using the Personal Feedback Questionnaire (for a sample copy of either the MAPP or PFQ click here). Ensuring real clarity and focus on development requirements to both individual and organisational objectives. This will be used at the end of the programme to track progress made.
q Identify the right learning intervention using a variety of methods to suit all learning preferences from practical assignments, self-study, tailored in-house courses and or recommendation of external training providers.
q A period of one-to-one coaching to ensure learning is turned into action as well as personal development planning and implementation.
We can either set up the process from scratch or any one of the elements above.
We are also running an open programme specially in the South West of England for SME's that may only have a couple of delegates that need developing or want to benefit from this in-depth programme and share best practise. For more information click on the picture to download the PDF
~
