TALENT MANAGEMENT ASSESSMENT

For the company, our goal is to help HR to:
● Make the right choices for external and internal recruitment
● Identify and develop talent
● Prepare the leaders of tomorrow
● Support career paths
● Build an effective Talent management HR policy

For the people, our goal is to help them to:
● Support their career development
● Reflect on their professional career and the future
● Have a better knowledge of their talents and competencies
● Increase their self-confidence by being more aware of their strengths and needs
● Elaborate a concrete action plan on their areas of development

An assessment is a combination of scientific and robust tools that can accurately predict workplace performance:
● Personality Questionnaires
● 360 Feedback
● Aptitude tests
● Skills exploration interview
● Situational judgment tests: managerial case, strategic case, etc.

We create and organize “sur mesure/fully customized” formats from half-day sessions to one-day sessions including the tools that will cover your needs.

It can be an in-person session or remote session, for individual people or for a group of people

WORK LIFE QUALITY ASSESSMENT

Lots of studies show the link between Work Life Quality and Performance at work. Human beings are the key resource for a company. That’s why it is important for a company to evaluate the well-being and motivation of its people. And then, build an action plan to improve the level of work life quality for a better engagement of people.

We propose 2 types of assessments that can be combined: quantitative approach with scientific surveys & qualitative approach with focus groups.

Quantitative approach:
We launch scientific stress and work life quality surveys to evaluate the stress level and the well-being level of employees. We can identify the key stress factors and the key well-being factors. We use the PSS scale (Perceived Stress Scale – Cohen) for the stress survey and the BEST scale for the wellbeing survey (Bien Etre Subjectif au Travail – Collange, Gaucher, George, Saunder & Albert). The process is the following, spread over 2 months:
● Launch of the employee survey
● Results analysis by statistical consultants
● Presentation of the results to the sponsor, including recommendations for action

Qualitative approach:
Employees of the same team or the same typology of job gather to discuss their difficulties, share their practices and propose their ideas to improve their ability to face complex situations. The goal is to collect inputs from employees to build a collective action plan in order to decrease the level of stress or to increase the level of well-being at work.

Depending on the size of the project, we recommend setting up several groups over a 1.5-hour session, led by a consultant that will be a facilitator to collect inputs and will make a report and give recommendations for the action plan.