Spotting future talent
In a multipolar world, companies are looking for new ways to detect relevant talents. In addition, hiring mistakes are still 20% of total recruitments, and cost at least 30% of annual salary.
Identifying high-potential staff
A mistake in the recruitment of a high-potential employee carries a heavy cost for the company. Knowledge of the professional experience of a candidate under a previous employer offers little guarantee of good management in your company.
Strengthening employees’ performances
Generation Y places a lot of emphasis on improving individual performance and sees it as part of the deal that their employer helps them progress.
Improving internal mobility
The idea is to allow employees to assume new jobs with new responsibilities within the company and to work with teams the person has never worked with before.
This takes some organizing and rational decisions, but it is also important to evaluate the strengths and weaknesses of candidates for internal mobility.
Improving training efficiency
Executive employees will always look for the best employer branding, the employer who will provide meaningful training that will advance their careers.
Motivating all employees
Increasing competitiveness is a major concern for companies. It falls to human resource departments to manage the resources coherently and in keeping with the company’s objectives.
Choosing appropriate career orientation
Employees associate career changes with an increase in their responsibilities and, as a result, in their salaries.
Managing teams and their risks
It is widely acknowledged that organizations using the silo method of management are less effective than those operating with transversal teams that cut across departments to bring together all of the available competences.
Keeping executives’ well being
The well-being of executives is a priority for companies in order to hold on to their high-potential staff and avoid turnover costs.
Don’t wait for a crisis to re-think your organizational structure and enhance your competitiveness in a timely and rational way.
“To improve is to change; to be perfect is to change often”
Most employees say they are satisfied with their present professional situation despite major changes in management that make financial objectives a priority.
Maintaining seniors’ employability
The times are long gone when people worked at the same job for their entire careers. Whether by choice or necessity, people are likely to change jobs several times in their professional lives.
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