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Results found: 5

. Step 1: Pre-qualification: Invite candidates to self-assess their knowledge, skills, and attitude profile: A4071.HumanCapitalReadiness.
. Step 2: Draft a A4023.ProjectManagement for each project to be delegated to future employees.
. Step 3: Pre-qualification: Invite candidates to self-assess their leadership competencies: A4033.360PerformanceReview.
. Step 4: Pre-qualification: Invite candidates to self-assess their ability to achieve proposed goals: A4003.EmployeeEvaluation.
. Step 5: Qualification: Ask candidates to autonomously apply A4023.ProjectManagement to a real case and evaluate their actual skills.
. Step 6: Hiring: Prepare onboarding activities: A4055.OnboardingTimeReducer.

Go!

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

 

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
Go!

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  
Go!

A4023.ProjectManagement

This tool integrates the most efficient techniques for organizing activities and projects, distributing responsibilities, delegating, and facilitating monitoring and audits.

Key Results Solved Problems
Formulating a strategy, managing projects, and coordinating activities effectively Absence of a coordinated action plan
Defining clear and unmistakable goals Tendency to manage activities empirically, without consolidated methodologies
Conducting kick-off meetings to align the team Habit of passively accepting unforeseen events
Plotting a path and taking the first steps immediately Tendency to centralize decisions
Incorporating the responsibility assignment matrix Presence of uncoordinated initiatives
Scheduling periodic reviews Limited autonomy for team members and frequent interruptions
Having a reminder and knowing the status of projects at a glance, at any time Obstacles in defining and monitoring costs, deadlines, and objectives
Mobilizing the team to overcome challenges together Difficulty in knowing the next 2-3 phases in advance

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