Talent Pool Assessment and Development
Or ... why Competency Models fail to deliver
Whatever the state of the economy or however successful your organization is, knowing how well your people are matched to their work - whether it's their current role or a possible future position - will make a critical difference.
It's not just about economic performance - many symptoms of employee dissatisfaction stem from people being in the wrong roles.
Think about this -
- How much time, money and stress would you like to save by ensuring that you never under-hire (or over-hire, for that matter) again?
- When it comes to promoting people, wouldn't it be invaluable to know at precisely what age they will be ready to move to a larger role?
- What if you had a map which you could use to plot and track your people's Current and Future Potential Capability against all of your organization's roles?
- What if you could ensure that your precious training budget was being spent on the right people for the right jobs at the right time?
- Did you know that 90% of competency-based personal development plans fail to improve performance?
As part of his Requisite Organization Model, Elliott Jaques discovered the key components of human capability, which are essential to effective performance in any role. All of these capability factors need to be in harmony to ensure "in flow" performance of work responsibilities and job satisfaction.
