HRM and talent allocation

Original price was: € 199,00.Current price is: € 0,00.

WHAT IS IT ABOUT?

Talent management is crucial for organizations. As markets grow, so does the cost of talent acquisition and retention. Talent needs to be properly allocated and aligned with business objectives. This is a complex process that must be done in the right way.

  • The HR consultant who gains a sense of where to get started.
  • The HR specialist who needs to consult with the team.
  • The HR generalist coming back from a project.
  • The search/recruitment agency who needs to get some bodies to fill their open positions.
  • The HR manager who wants to make sure the talent onboarding looks good on paper.
Talent
how to get the best out of people

Growing people
better for what?

Resource allocation
who gets what and when

Management within structures
use HR as a tool

Job classes
create jobs that fit your organization's needs and capabilities

Training & development
make sure everyone is trained up properly for their job role or career path

As you can see, you're not asking your respondents for opinions, satisfaction or agreement. Our scientific research has shown that these are very bad fuel for algorithms. Instead, we ask for verifiable facts or -behaviour. For further reading, you can download our AMAIZE magazine dedicated to this topic or discover the scientific papers in the Resources section.

After you have downloaded this questionnaire, you can - in your Toolbox - edit, add/delete, and translate questions & answers to your liking. Clicking the "Help me PRAIORITIZE" buttons in the Toolbox activates our A.I. to help you finish your masterpiece..

Q. How involved is management in designing and planning HR activities?
  1. Not
  2. Sometimes this is left to the HR department
  3. Management drives this process together with HR

Q. How is training planned?
  1. There is no planning of training
  2. Periodic evaluation of needs and (existing) supply
  3. Periodic evaluation of needs and (existing) supply supplemented with concrete proposals for new training
The artificial intelligence creating the questionnaires for the store has been inspired by over 11.000 whitepapers from more than 100 noted consultancy firms. Algorithms selected the 20% best papers and grouped papers from different consultancy firms into specific questionnaires. Why settle for less? Here is a summary how we did it.

If you feel you need outside support after conducting your assessment, we recommend the firms that have written the below mentioned whitepapers. Not having a paper selected does NOT mean that a firm does not give good advice.
NAMETITLE PAPER
infosysautonomous-robots.pdf
pearlmeyerwhen-relative-total-shareholder-return-isnt-answer.pdf
novantas2017_10_03-Commercial-LOB-Perspective-2Q17.pdf
deloittedttl-grc-exploring-strategic-risk.pdf
deloittegx-cons-tech-sap-simple-finance-know-now-act-now-drive-financial-decision-making-with-analytics.pdf
oliverwymanThe New CIO Imperative.pdf
bcgBCG-How-to-Gain-and-Develop-Digital-Talent-and-Skills-July-2017_tcm9-165367.pdf
lek1959_Luxury-Travel-Trends_LEK_Executive_Insights.pdf
You will download so much more than a set of questions and answers. This questionnaire contains everything for the full consultancy experience:
  • Respondent profiles for a helicopter view of your audience.
  • A maturity model with which algorithms calculate a six times smarter improvement target (compared to when you leave that to a human).
  • Improvement suggestions (per question) how to move from one answer to another
  • Suggested follow-on projects. After all, moving your organization from A to B might require more than just doing an assessment.
This English questionnaire is also available in Dutch, French, German, and Spanish.

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