Levels
Categories
Programs

Results found: 5

. Step 1: Invite the employee to self-assess the requirements of their professional profile: A4071.HumanCapitalReadiness.
. Step 2: Invite the employee to assess their knowledge, skills, and attitudes: A4003.EmployeeEvaluation.
. Step 3: Invite the employee to evaluate their strengths: A4021.StrengthsBasedLeadership.
. Step 4: Invite managers and executives to assess their leadership profile: A4033.360PerformanceReview.
. Step 5: Stimulate the attitudinal development of employees: A4030.AttitudesDevelopment.

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A4071.HumanCapitalReadiness

This tool helps to outline the knowledge, skills, and attitudes required for each professional profile and to guide collaborators

Key Results Solved Problems
Defining specific requirements for each professional profile Absence of defined requirements
Outlining necessary knowledge, skills, and attitudes Absence of a skills database
Evaluating requirement fulfillment Untapped human potential
Identifying gaps and planning improvement Lack of a skills development plan for each role
Attracting talents aligned with company needs Difficulty in drafting development plans
Isolating unsuitable profiles Insufficient incentives for role-specific specialization
Updating the available skills database Risk of selecting inadequate profiles

 

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A4003.EmployeeEvaluation

This tool facilitates the assessment of collaborators' performance, objective formalization, and the development of an action plan for the upcoming year.

Key Results Solved Problems
Guiding collaborators throughout the upcoming year Constant need for performance realignment
Harmonizing the aspirations of collaborators with those of the organization Lack of a performance evaluation method
Calling to action and to contribution Unattainable work goals (lack of clear agreement)
Integrating new necessary performances Inconsistent motivation
Promoting the (independent) development of collaborators and tracking progress Decreased competitiveness of the company’s human capital
Proving to be a reliable and credible leader Limited knowledge of current best practices
Quickly recalling what was agreed upon Lack of human capital development
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A4021.StrengthsBasedLeadership

This tool allows employees' self-assessment to be aligned with that of their manager regarding more than 30 leadership competencies, ensuring that the team as a whole possesses all core competencies.

Key Results Solved Problems
Leading by valuing collaborators’ talents Unused collaborators’ talents
Recognizing your own distinctive skills and those of collaborators Employees’ potential not fully exploited
Equally distributing key competencies within the team Necessary skills concentrated in a few team members
Motivating collaborators by investing in their strengths (rather than demotivating them by trying to fill their weaknesses) Fluctuating motivation and enthusiasm
Acknowledging each collaborator’s competencies Feeling of inadequacy among some team members
Building trust among collaborators and towards them  
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A4030.AttitudesDevelopment

This tool offers inspiration from over 500 skills, categorized by competency groups, to discover new areas of growth both individually and in a group.

Key Results Solved Problems
Encouraging personal development by tapping into over 500 skills Tendency not to recognize skills to develop
Consciously selecting qualities to improve Tendency to stick to habitual methods
Exploring new areas of recognition Limited ideas on how to evolve
Discovering unexplored opportunities Complacency in current skills
Defining new goals Minimization of one’s growth potential
Encouraging collaborators to maintain curiosity  

A4071.HumanCapitalReadiness

Key Results Solved Problems
Defining specific requirements for each professional profile Absence of defined requirements
Outlining necessary knowledge, skills, and attitudes Absence of a skills database
Evaluating requirement fulfillment Untapped human potential
Identifying gaps and planning improvement Lack of a skills development plan for each role
Attracting talents aligned with company needs Difficulty in drafting development plans
Isolating unsuitable profiles Insufficient incentives for role-specific specialization
Updating the available skills database Risk of selecting inadequate profiles