Talent Management2019-10-28T09:47:08+00:00

Talent Management

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

Areas of Work

Click to each section to read more…

A compelling strategy is a pre-requisite for implementing a ‘fit for purpose’ talent management process. We work in collaboration with our clients to facilitate discussions 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 to its people.
  • Clarify the focus of talent management – i.e., to mission critical roles or across the board development of people; to balance talent acquisition with internal identification and development of potential.
  • 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.

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

  • External Advertisement
  • Leveraging on our database of Senior Staff
  • ODRL’s Global Networks
  • Social Media
  • Screening, evaluating and presenting candidates to internal panels

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

 

Designing Competency Frameworks

Competencies are attributes associated with superior performance within an occupational group or functional area. The process of developing a competency model and the aligned behavioural indicators entails in-depth research to cover the following objectives:

  • Identification of behaviours and practices associated with superior levels of performance across the spectrum of roles
  • Provision of a major thrust and support for creating a performance culture aligned with the strategic goals of the organisation
  • Linkage of key HRM processes with the competency framework, such as recruitment, selection, reward and development processes.

Competency research aims not only to identify the competencies unique to an organisation or category of staff but, most importantly, to do so in a manner which gains the active support of those required to implement its results.

Assessment and Development Centres

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

Assessment/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
  • Behavioural Event Interviews
  • Psychometric Assessments
  • 360 Reports and Feedback
  • One-to-One Feedback
  • Synthesised Assessment Reports
  • Coaching and Mentoring

Building on our vast experience of assessment, we have developed a methodology that captures 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 no more than an hour-long in-depth discussion with one of our highly experienced psychologists. It has proven popular with diverse organisations, covering both the commercial and ‘not for profit’ sectors.
  • Clients receive a tailored and succinct report indicating candidates’ strengths, areas for development, hiring recommendation and, if required, a set of questions for the internal panel members for further probing.
  • You can reduce your cost of selection by up to 75%; in our experience, this is the most efficient and value-added way of helping our clients to make accurate selection decisions.

Assessor Training

ODRL provides bespoke and licensed training programmes to in-house staff involved in assessing candidates. The overarching aim of the Assessor Training Programme is to enhance the skills and competencies of assessors to ensure that the assessment processes are motivating for candidates and result in fair and objective selection of high calibre staff.

Pre-Workshop Learning

In discussion with our clients, we put together the learning materials and reference materials for the assessors for self-learning in advance of the face-to-face workshop. The pre-workshop materials are provided at least a week in advance.

Face-to-Face Learning

The face-to-face workshops provide experiential learning opportunities. Assessors immerse themselves in assessment exercises, such as role plays, group discussions and case studies. During the workshop, we run the assessment exercises live; assessors practise the process of observing, recording, classifying and evaluating competencies. Evaluations are reviewed to identify inter-rater reliability and, if required, strategies to enhance consistency of evaluations are put into place.  Behavioural indicators are further refined to ensure that there is a shared understanding among assessors of excellence/average/poor performance in a given exercise.

Post Workshop Learning

  • One-to-One and Peer Coaching
    • Subsequent to the group workshop, assessors receive further one-to-one coaching from the lead facilitator to refine their skills and clarify issues. In our experience, setting up peer coaching sessions helps to reinforce the learning further.
  • Regular Top-Up Training for Assessors
    • It is important to maintain the highest quality of assessments through changes in assessment procedures/exercises, addressing issues experienced by the assessors and building in learning. Top-up training is provided to the assessors on a regular basis.

On-boarding can best be described as an acculturation process. By leveraging the information gained from the assessment process, performance expectations in the new role, stakeholder relationships and design and structure of the organisation, we develop bespoke on-boarding programmes to meet the new employees’ needs.

Evidence suggests that well-designed on-boarding processes lead to positive outcomes, including to greater commitment to the organisation, higher level of job satisfaction, better performance and lower propensity to exit the organisation.

Examples of On-Boarding Activities

  • Help new employees to develop a practical learning plan based on insights from the selection process and other relevant self-awareness tools
  • Provide one-to-one coaching on agreed areas for development
  • Establish mentoring arrangements where feasible
  • Develop a deeper understanding of organisation culture
  • Map stakeholders relative to the new employee’s role
  • Create strategies to influence key stakeholders
  • Find opportunities for cross-functional working

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

We offer in-depth and holistic assessment service for senior leadership roles or talent pools.

Key Features One-to-One Executive Assessment Service

  • Assessment process is designed to match the specific needs of clients using appropriates 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

For our global clients we offer time and cost-effective virtual assessment solutions. Through our  platform we can package assessment tools to meet the specific assessment requirements of roles to include psychometric tests, simulation exercises and role plays.

Key Features of Virtual Assessments

  • Our assessment platform offers clients a menu of assessment tools and exercises to select from
  • Candidates are able to access the required tools and exercise through a streamlined process
  • Assessment processes are standardised to ensure validity and reliability
  • Turnaround time for an in-depth assessment is two hours
  • Follow-up brief reports delivered on the same day
  • Detailed assessment reports delivered the next day

ODRL provides bespoke and licensed training programmes to in-house staff involved in assessing candidates. The overarching aim of the Assessor Training Programme is to enhance the skills and competencies of assessors to ensure that the assessment processes are motivating for candidates and result in fair and objective selection of high calibre staff.

Pre-Workshop Learning

  • In discussion with our clients, we put together the learning materials and reference materials for the assessors for self-learning in advance of the face-to-face workshop. The pre-workshop materials are provided at least a week in advance.

Face-to-Face Learning

  • The face-to-face workshops provide experiential learning opportunities. Assessors immerse themselves in assessment exercises, such as role plays, group discussions and case studies. During the workshop, we run the assessment exercises live; assessors practise the process of observing, recording, classifying and evaluating competencies. Evaluations are reviewed to identify inter-rater reliability and, if required, strategies to enhance consistency of evaluations are put into place.  Behavioural indicators are further refined to ensure that there is a shared understanding among assessors of excellence/average/poor performance in a given exercise.

Post Workshop Learning

  • One-to-One and Peer Coaching: Subsequent to the group workshop, assessors receive further one-to-one coaching from the lead facilitator to refine their skills and clarify issues. In our experience, setting up peer coaching sessions helps to reinforce the learning further.
  • Regular Top-Up Training for Assessors: It is important to maintain the highest quality of assessments through changes in assessment procedures/exercises, addressing issues experienced by the assessors and building in learning. Top-up training is provided to the assessors on a regular basis.