HR Integrated Solution Service Provider | Human Resources Comprehensive Solution Service

2023

Talent Assessment Center

Why do you need a talent assessment? · The benefits of talent assessment. Why choose Hanjie Consulting

Why do you need a talent assessment?

The newly recruited employees are not suitable for their posts, and the elimination rate is too high?This is reflected in the fact that the company does not know how to select and hire talents, and the company basically does not have a competency model for relevant positions to conduct talent inventory and match people and posts.

Staff development encountered bottlenecks, talent management system is difficult to land?It is reflected in the fact that employees do not have a reasonable career development channel, work does not have a goal of progress, and enterprises also lack the corresponding post hierarchical certification system and personnel training files.

Employees have no motivation and lack passion for work?It is reflected in the fact that the potential of employees has not been effectively developed, the employees' work has no enthusiasm, the job satisfaction is low, the enterprise lacks the corresponding career anchor test, the employees' career motivation is not understood, and they do not know how to improve the performance of the promotion staff.

· Lack of targeted corporate training and lack of motivation for employees?This is reflected in the fact that the training system of the enterprise is out of touch with the actual needs of the employees. The skills that the employees are good at and have already mastered are still being trained, while the short board that the employees need to train urgently has not been trained for a long time. The enterprise also lacks relevant training diagnostic tools and training effect evaluation mechanism.

Unreasonable team matching and serious internal friction in the department?This is reflected in the lack of tacit understanding within the team, the over-homogenization or differentiation of personalities among members, the effectiveness of the team is less than the sum of the work performance of each member, and the lack of corresponding team role tests for talent echelon inventory.

Benefits of Talent Assessment

· Enterprises need to build a sustainable elite talent echelon to cope with future competition

Take the competency model of key positions as the scientific basis, strictly control the entrance in recruitment and selection, select potential high-quality employees, carry out targeted training and promotion according to the disadvantages of employees in talent evaluation in the training of post work skills, establish talent training files, and adopt normalized grading certification system and "ability performance" performance evaluation system in the subsequent promotion system to carry out accurate management of talents, for the company's long-term development and stability to provide quality and quantity of end-to-end elite talent, continue to improve the quality of talent echelon.

In just four steps, you can help companies build a sustainable elite talent echelon.

Touch the family background: that is, to conduct research on key jobs, using data analysis, work follow-up visits, in-depth interviews, questionnaires and other methods, to sort out the responsibilities and work processes of key jobs, to find a distinction between excellent performance and ordinary performance.
Key work competencies and professional qualities among employees.

Set the standard: that is, to build the post competence model: combined with the work research materials, according to the ability quality iceberg model and the requirements of key job responsibilities, from the professional motivation, professional tendency, work skills three dimensions to build the model.

Talent assessment: according to the post competency model, the relevant talent assessment tools are used to take stock of talents, select the elites in key positions, and set up a working model.

Quality improvement: take the job knowledge map as the blueprint, draw the job learning and development path, and formulate the personal career development plan. From the aspects of "selection, use, education and retention", we should comprehensively use the technology of evaluation and training and development, develop the behavior of post personnel, export elite talents for enterprises, and build learning and innovative organizations.

The implementation steps and cycle of the talent echelon construction project based on post competency assessment The elite talent echelon construction project based on post competency assessment generally takes about three months, which is mainly divided into the following four steps:

Why Choose Hanjie Consulting

Modeling and evaluation methods fully reflect the enterprise vision, objectives, strategies, values and requirements for managers, and adopt various forms of training and development to rapidly improve personnel ability;
High reliability and validity of evaluation tools, excellent data analysis and operation experience, with a rich database and accurate results in the field of business;
· Excellent consultant team, once held the middle and senior positions in well-known companies at home and abroad, with rich experience in leadership evaluation and project management.