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Companies that consider "talent management" a business imperative have a clear picture of the competencies needed in all roles, the development needed for each individual, and the skills needed within each function. These organizations develop a skilled workforce, plan for future needs, and keep their best people. ArchPoint has developed a suite of talent management solutions to maximize your "people" investment and take your organization to higher levels of performance.
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Talent Assessment:
Assessing talent in most organizations is an on-going process with some structure, but usually inconsistent application. Most managers offer feedback on goals or KPI’s for the year, and use that performance as a basis for assessing the employee as “good or bad”. Our approach is different because we use competency-based assessments, balanced with performance goals, to establish a standard of behavior that can be compared to others who are performing a similar job.
Selection and Placement of Talent:
Finding, selecting, and hiring good talent is an ongoing need for any business. Turnover is a fact of life, and change in the marketplace requires the upgrading of skills and competencies through better selection and hiring. This overall process must be a continuous one which refreshes our workforces and remains in tune with the needs of our markets, customers, and business.
Performance Management:
Successful companies maintain their leadership within markets and industries by successfully managing individual performance against the needs of the business. As strategic direction is set, performance expectations must match, and people in the organization must be held accountable. It is not unrealistic to turn 5% to 10% of your poorest performers every year.
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“The ArchPoint team has served a number of my clients, so I have seen their work first-hand. They apply a unique blend of strategic leadership capabilities with a practical sense and appreciation for execution. Their clients view them as trusted partners, yet they hold a candid, objective and balanced perspective. I highly recommend their approach to consulting.”
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Tim Barton, CEO, Barton Executive Search
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Reward & Compensation Planning:
There are a number of ways to reward and recognize employees for their contributions. All good compensation and reward programs are directly linked back to the strategic plan. A manager needs to align the business strategy to the compensation and program.
Succession and Career Development:
Human Resource planning must take into account the flow of talent in and out of the organization. Planning for these changes ensures that there are qualified people in key positions, ready to be promoted now as well as in five years from now. Too many organizations take an opportunistic approach to this critical function and react to situations. A good alternative is being ready with a well thought-out plan.
Training & Development:
Effective training and development programs start with a focus on the competencies required to deliver the business goals and objectives. These competencies, whether functional or professional, are the basis for training and development. Once goals, objectives and competencies are defined, then a gap analysis can be completed to determine the areas of focus. To close the gaps, effective training programs blend on-the-job training, formal classroom training and self study.
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