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Talent management

Today's economy is a dynamic paradigm both in terms of people and organizations. The last years of changes and economic turbulence have highlighted even more the Romanian saying according to which «man sanctifies the place». Talents represent the key element in making a business profitable, sustainable or not. Whether it's about entry level, middle level or top management positions, whether it's about highly specialized or less specialized positions, talent management is a critical process in every organization.

Talent management begins with a rigorous and quantifiable selection process to meet the talent acquisition needs of an organization in line with its business strategy. It continues with the identification and training of talents within the organization, proper careers management and, last but not least, identifying and preparing successors and leaders nursery in order to meet the needs of the organization in the short, medium and long term.

As a process, talent management involves having a certain framework at the company level in order to identify the high and low performers, strong points and improvement areas in the context of the role of each team member. It is necessary to identify specific actions that will address the low performers and to develop the necessary abilities of the high potentials.

Hogan Assessments tools and organizational interventions of HART consultants can cover all the talent management processes: from screening and selection to on boarding, identifying and training the talents, identifying and developing the appropriate person for management positions.

Selection and talent development processes that are well definite and properly articulated bring a boost of measurable value and have a crucial financial impact in the organizations. The results of a successful talent management program can be translated in: decreasing personnel fluctuation, improving the company’s reputation, sales growth, improving leadership and creating a strong culture orientated to high performance. All these can be obtained through selection, maintaining, training, and promoting of talents. Hogan Assessments tools predict performance and matching in with the job requirements and the company’s culture. Also, it can offer concrete and pragmatic development directions and it is a suited instrument for talent management programs.

 

High-potential employees are critical to the success and sustainability of groups and organizations.

Before organizations can identify and develop high-potential employees, they have to define potential in a manner that works across all departments and job levels. And in attempting to do so, many organizations end up with a complex concept of potential that satisfies no one.

Hogan’s High Potential Talent Report measures the individual attributes that predict leadership success.

We define high potential as the ability to build and lead teams that can consistently outperform the competition. As a world-leader in personality and values assessment, we leverage decades of research on personality, values, and performance to help clients identify and develop emerging leaders.

The competition for talent is fierce, and the future of many organizations depends on finding and developing leaders for key roles. Hogan’s High Potential Talent Report is a rigorous, assessment-based development solution designed to identify and close the skills gap between what your organization requires in a leader and what is in your talent pipeline.

download sample report

 

For more details about including talent management in your business strategy, contact us.

Testimonials
Mirela Stere, Macromex
HART is a reliable, professional, flexible partner that understood philosophy and business model of Macromex and who always respond positively to all our requests. HART delivered quality results "just in time" - as a transports import and distribution services company, as Macromex, needs. Mirela Stere, Macromex
Mihaela Flamaropol, Raiffeisen Bank
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
Stela Pop, Roto Romania
I’ve participated to "Coaching Skills for Managers" and all four days were interesting from my point of view. The best part of the program was that the focus was on the practice, the practice of coaching in real situations. The theoretical part was important, especially for me, being a novice in this area, I’ve managed to understand some of the mechanisms of coaching process and some
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