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Results found: 4

. Step 1: Update the professional profile requirements: A4071.HumanCapitalReadiness.
. Step 2: Prepare onboarding activities: A4055.OnboardingTimeReducer.
. Step 3: Visualize onboarding steps: A4075.VisualActionPlan.
. Step 4: Draft annual objectives: A4003.EmployeeEvaluation.

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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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A4055.OnboardingTimeReducer

This tool allows the creation of a protocol (based on over 150 suggested activities) to engage new employees and facilitate their integration both operationally and relationally.

Key Results Solved Problems
Facilitating new collaborators’ onboarding Prolonged onboarding periods for new collaborators
Creating enthusiasm and engagement among new hires Manual or disorganized onboarding process
Having a clear and reusable action plan Significant time investment required from the new hire’s mentor
Organizing the new staff welcome plan (from -3 months to the first day) Absence of a standardized procedure
Establishing the new staff orientation plan (from the first day to the first month) Low inclusive culture and engagement
Planning the probation period (from 1 month to over 1 year)  
Attracting talent and aligning them with the company’s philosophy  
Automating the onboarding procedure  
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A4075.VisualActionPlan

This tool allows the graphical visualization of one's action plan and to communicate it clearly.

Key Results Solved Problems
Visualizing your action plan graphically Difficulty in establishing the time needed to complete activities
Establishing a visual sequence of execution Challenges in managing work peaks
Balancing resource utilization Failure to identify critical paths and workload peaks
Incorporating Work Breakdown Structure (WBS) into an overall vision Late planning
Coordinating activities and defining interdependencies Absence of an overall vision
Calculating the resources required at each stage Difficulty in monitoring work progress at a glance
Detecting inconsistencies early on  
Go!

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

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