Local talent allocation guide 12 13
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Transcript of Local talent allocation guide 12 13
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Talent Allocation Guide Evolutionary MC 12-13
Member
Profile
Expectations
Needs
Skills
Competencies
Education
provided
The process:
What we need to have in mind in order to allocate someone in a position?
Application
Preference of the member
Interview/
Personal Meeting
Announcement
Induction
Seminar/Assessm
ent Center
Allocation
Goal Setting & Orientati
on
Local Talent Allocation Guide 12-13
What is Allocation? It is a process that ensures that our members connect their development and interests with organizational needs. This is the time when you should have right people on right place at right time.
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Talent Allocation Guide Evolutionary MC 12-13
• Expectations • Profile • Needs • Skills
Application
• Profile • Expectations • Needs
Preference of the member
• Profile • Expectations • Needs • Skills • Competencies • Educations Needed
Interview/ Personal Meeting
Announcement
• Competencies • Skills • Profile
Induction Seminar/Assessment Center
Allocation
• Expectations • Needs • Education Needed • Profile
Goal Setting & Orientation
In which stage we observe/evaluate what?
Advantages of proper member allocation
∗ Team work / dynamics ∗ Member retention ∗ Right skills for right job and task ∗ Reach full potential ∗ Greater member development ∗ Better allocation – reaching goals faster ∗ Well done job ∗ Member satisfaction
For each candidate you need to have gathered in one place all notes & observations from every stage! *This will save you time and help you to have more concrete outcome in terms of where to allocate your people.
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Talent Allocation Guide Evolutionary MC 12-13
And Remember: A member allocated to the wrong position:
• Big frustration for the member, who is not further developing his potential. • EB canʼt reach their goals.
A member allocated to the right position:
• Higher individual and overall performance, better mood and working. • Positive and motivating atmosphere in the LC and a satisfied and further
developing member.
DO'S • Make the process very clear. • Implement a coaching system. • Have all the previous procorder: planning,
recruitment,induction. • To have the commitment of all the EB
members and project leaders. • Try to understand members preferences when
reviewing applications. • To use individual assessment tool. • Present concrete opportunities, and promote
them by the development members will have. • Keeping it simple :)
DONT'S • Over promote or
compete between areas and projects.
• Do allocation without talent planning and competency assessment.
• To decide without taking into account members preferences and personal goals.