Attracting, developing and retaining talent helps an organisation become more competitive, increase productivity and sustain a culture of high performance. Given the pace and complexity of change, organisations require people who can switch gears, learn new skills, and continually adapt to changing circumstances.

Click on each section below to find out more about our areas of work.

A compelling strategy is a pre-requisite for implementing ‘fit for purpose’ talent management processes. We work in collaboration with our clients to:

  • Articulate the business case for talent management and the need for it to align with the corporate/business strategy.
  • Identity the expected benefits to the organisation and its people.
  • Clarify the focus of talent management – i.e., solely for mission critical roles or for across-the-board development? For talent acquisition via recruitment or the identification and development of the potential of existing staff.
  • Take a systemic approach to talent management by integrating HR processes and activities, such as succession planning, workforce planning, talent acquisition strategies, recruitment and selection practices, establishment of internal talent pools, on-boarding, performance management and career development.

Whether organisations are looking to acquire talent or develop potential internally to establish leadership talent pools, we can help design end-to-end assessment processes. Examples are shown below:

  • Designing Competency Frameworks
  • Assessment and Development Centres
  • Agile Selection
  • Assessor Training
  • On-boarding
  • Performance Management
  • Career Development

Competencies are attributes associated with superior performance within an occupational group or functional area. Developing a competency model and its aligned behavioural indicators for an organisation entails research that delivers the following objectives:Identification of the behaviours and practices associated with superior levels of performance across the spectrum of roles

  • Creating a performance culture that alongs with the strategic goals of the organisation
  • Linkage of key HRM processes with the competency framework, for recruitment, selection, reward and development.

Competency research identifies the competencies unique to an organisation or category of staff and, most importantly, does so in a manner which gains the active support of involved.

ODRL can help develop innovative ways of attracting external talent. Examples of talent acquisition strategies are as follows:

  • External Advertising
  • Exploiting ODRLs global  networks
  • Social Media
  • Screening, evaluating and presenting candidates to internal panels
  • Customised outreach

Based on our vast experience of designing and delivering customised Assessment and Development Centres, we can help organisations meet their current and future talent needs. The design principles of Assessment and Development Centres are based on an in-depth understanding of the critical elements of a given role, the use of varied activities and exercises with the use of multiple observers and assessors to minimise sources of bias in evaluating individual’s performance.

Assessment and Development Centres provide valid and reliable data for making informed decisions to identify individuals for the current and future needs of the organisation. Findings of Assessment/ Development Centres can be used in selection, succession planning, reassignments, and promotions.

We offer the following services to our clients:

  • Design of Exercises (e.g., case studies, group discussion, presentations, role plays)
  • Delivery of Assessment/Development Centres
  • Competency-Based Interviews
  • Psychometric Assessments
  • 360-Degree Reports and Feedback
  • Synthesised Assessment Reports
  • One-to-One Feedback
  • Coaching and Mentoring

Our  methodologies permit the  capture  of rich data on candidates’ suitability for a given role and organisation in a time and cost-efficient manner.

Key Features of Agile Selection

  • This process requires the candidate having an hour-long in-depth discussion with one of our highly experienced psychologists. Agile selection has proven popular with diverse organisations, in both the commercial and ‘not for profit’ sectors
  • Our clients receive a tailored report indicating candidates’ strengths, areas for development, hiring recommendation and, if required, a set of questions for the internal panel members for further probing.
  • This process can reduce your cost of candidate selection by up to 75%. Our experience shows that, this is the most efficient way of helping our clients to make accurate selection decisions.

We offer an in-depth and holistic assessment services for senior leadership roles or talent pools. Key Features One-to-One Executive Assessment Service

The assessment process is designed to match the specific needs of clients using appropriate methods such as tests, exercises and interviews

A detailed assessment report identifying strengths, development needs and likely success in the role

  • Feedback to the internal panel, if required
  • Individual feedback to candidates
  • Coaching to support individual development planning as indicated in the assessment report

Performance management can be defined as a process which contributes to the effective development and management of individuals and teams in order to achieve superior levels of organisational performance.

It forms the backbone for developing a shared understanding aligned to the organisation’s strategy about what needs to be achieved and an approach to leading and developing people which will ensure that organisational goals are achieved.

The benefits of performance management are far-reaching: it is a powerful way of recognising talent and developing people. At the same time, it is a way of addressing performance shortfalls. Furthermore, for performance management policies to be sustainable, procedures and working practices need to be supportive and communicated to all staff.

ODRL provides training and development in Performance Management and consultancy support to set up and embed effective performance management processes.

As part of developing high potential, structured Career Development Programmes enable high potential employees to develop their career options aligned to the needs of the organisation and their aspirations and strengths.

We offer the following services:

  • Career Development Assessments
  • Career Development Coaching
  • Career Resilience Workshops
  • Career Management Workshops

For our global clients we offer time and cost-effective virtual assessment solutions. Through our custom online platform, we replicate the in-person design thereby achieving the complexity of the assessment process and positive candidate experience. Assessment tools may include simulation exercises, role plays, group discussions, presentations and psychometric tests.

Key Features of Virtual Assessments

Our online assessment platform offers clients a menu of assessment tools and exercises to select from:

  • Candidates can access the required tools and exercise through a streamlined process.
  • Assessment processes are standardised to ensure validity and reliability
  • Follow-up brief reports delivered on the same day
  • Detailed assessment reports delivered the next day
  • Can be conducted as a group or one-to-one assessment centre

On-boarding can best be described as a process of learning an organisation’s culture. By using information gained from the assessment process, the performance expectations in the new role, the stakeholder relationships and the design and structure of the organisation, we develop e on-boarding programmes to meet the new employees’ needs. Evidence suggests that well-designed on-boarding processes lead to positive outcomes, including  greater commitment to the organisation, a higher level of job satisfaction, better performance and lower propensity to exit the organisation. Examples of On-Boarding Activities

Helping new employees  develop a practical learning plan based on insights from the selection process and other relevant self-awareness tools

  • Providing one-to-one coaching on agreed areas for development
  • Identifying any needed mentoring requirements
  • Develop a deeper understanding of the organisation culture
  • Identifying stakeholders relative to the new employee’s role
  • Creating strategies to influence key stakeholders
  • Discovering  opportunities for cross-functional working