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Copyright © 2015 Talent Decisions srl. All rights reserved.
2Copyright © 2015 Talent Decisions srl. All rights reserved.
We want to be partner of choice of
 …Local and multinational...
3Copyright © 2015 Talent Decisions srl. All rights reserved.
Who trusted on us this year
4Copyright © 2015 Talent Decisions srl. All rights reserved.
Our positioning
 Full range of services in Talent
Management...
5Copyright © 2015 Talent Decisions srl. All rights reserved.
Select
 Bad Hires typically cost an organization
150% of the...
6Copyright © 2015 Talent Decisions srl. All rights reserved.
Select: make informed hiring decisions
1. The Fit Report prov...
7Copyright © 2015 Talent Decisions srl. All rights reserved.
Assess
Online assessment
 High Potential (future leaders)
 ...
8Copyright © 2015 Talent Decisions srl. All rights reserved.
On line assessment of Leadership Potential
 Hogan High Poten...
9Copyright © 2015 Talent Decisions srl. All rights reserved.
Front Line Leader
Self paced
simulations
Online business
Simu...
10Copyright © 2015 Talent Decisions srl. All rights reserved.
Tests and Simulations
 Hogan Lead
(HPI-HDS-MVPI)
 Matrigma...
11Copyright © 2015 Talent Decisions srl. All rights reserved.
“Year in a day” assessment
 A process that exposes people n...
12Copyright © 2015 Talent Decisions srl. All rights reserved.
Financial and Talent Management
Simulation
Purpose: Prioriti...
13Copyright © 2015 Talent Decisions srl. All rights reserved.
Proof-of-concept discussion
Purpose: Meeting with a colleagu...
14Copyright © 2015 Talent Decisions srl. All rights reserved.
Develop
 Online 360° Feedback
 High Potential Programs
 C...
15Copyright © 2015 Talent Decisions srl. All rights reserved.
Online 360° feedback
12
GUIDA PER LO VILUPPO
PPPPP AAAAA G I...
16Copyright © 2015 Talent Decisions srl. All rights reserved.
High Pos Program
Method %
Presentation 20
Peer
Coaching
20
P...
17Copyright © 2015 Talent Decisions srl. All rights reserved.
Coaching for the next role
Identifying core
values and
princ...
18Copyright © 2015 Talent Decisions srl. All rights reserved.
Engagement survey
On line Survey (30 Q’s)
15 Languages
In...
19Copyright © 2015 Talent Decisions srl. All rights reserved.
Consult
 Competency Models
 Performance Appraisal
 Talent...
20Copyright © 2015 Talent Decisions srl. All rights reserved.
Our cornerstone: the Leaderhip Pipeline
21Copyright © 2015 Talent Decisions srl. All rights reserved.
Competency Framework
Executives responsible for
enterprise-w...
22Copyright © 2015 Talent Decisions srl. All rights reserved.
Performance appraisal
 To provide a basis for “rich”
perfor...
23Copyright © 2015 Talent Decisions srl. All rights reserved.
Talent Review
 Identify what new talent has to be
brought i...
24Copyright © 2015 Talent Decisions srl. All rights reserved.
Contacts
Viale Angelo Filippetti 28 | 20122 Milano
Via E. Gi...
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TD presentation ENG 2015_vAC2

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TD presentation ENG 2015_vAC2

  1. 1. Copyright © 2015 Talent Decisions srl. All rights reserved.
  2. 2. 2Copyright © 2015 Talent Decisions srl. All rights reserved. We want to be partner of choice of  …Local and multinational companies o whose business challenges require to align Talent Management practices and expertise with superior international standards  …HR Professionals who need o to go beyond demonstrating the efficient use of human capital and to work on empirically demonstrating how talent drives the performance of their organization o to improve talent decisions to “be at the table” with business leaders genuinely believing that “people are our greatest asset” but needing to understand how talent can be powerfully integrated into the company strategies (not simply “being aligned” with them)
  3. 3. 3Copyright © 2015 Talent Decisions srl. All rights reserved. Who trusted on us this year
  4. 4. 4Copyright © 2015 Talent Decisions srl. All rights reserved. Our positioning  Full range of services in Talent Management  Decision making through accurate metrics  High Professional standards  Cost effective solutions  High touch + High tech Partners of Hogan Assessment
  5. 5. 5Copyright © 2015 Talent Decisions srl. All rights reserved. Select  Bad Hires typically cost an organization 150% of the employee’s annual salary. This cost is even greater for management level positions.  Using HoganSelect and our job-fit recommendation, you can begin hiring top performers right from the start.
  6. 6. 6Copyright © 2015 Talent Decisions srl. All rights reserved. Select: make informed hiring decisions 1. The Fit Report provides a graphic display of scale performance, cut score performance, and a hiring recommendation. It is most often used for high-volume employee selection or as part of a multiple-hurdle system. It can be easily customized to include hiring recommendations for multiple positions. 2. The Basis Report combines online assessment with behavioral interviewing to evaluate the employment potential of job candidates. This comprehensive report provides a rich description of a candidate’s fit to the job and organization, a hiring recommendation, full behavioral interview guide, and a hiring decision process 3. The Express Report is based on a candidate’s scores on seven dimensions that influence occupational success within seven job categories. This off-the-shelf report provides an immediate recommendation based on the assessment results that will identify each candidate as high, moderate or low fit for the job opening. 4. The Advantage Report is an off-the-shelf hiring solution with immediate implementation capabilities. the assessment is a quick measure that can be taken in 5 minutes and offers a graphic display of general employability.
  7. 7. 7Copyright © 2015 Talent Decisions srl. All rights reserved. Assess Online assessment  High Potential (future leaders)  Front Line Leader (next leader) Face to face assessment  Year in a Day
  8. 8. 8Copyright © 2015 Talent Decisions srl. All rights reserved. On line assessment of Leadership Potential  Hogan High Potential is an online assessment which predicts Performance  Ratings provide with information about a candidate's potential to meet the requirements associated with competencies in the profile.  Competency can be mapped against company Leadership Model
  9. 9. 9Copyright © 2015 Talent Decisions srl. All rights reserved. Front Line Leader Self paced simulations Online business Simulation Online Test and Inventory Career and Leadership experiences Survey “CAN DO” POTENTIAL  Online simulation-based assessment  Tailored for first level managers  Holistic focus on the entire person  Customized to your competency model  Option for high-touch, live interaction with an experienced coach  Immediate individualized development plan  Analytics for HR and for the boss  Range of anytime, anywhere options for global scalability
  10. 10. 10Copyright © 2015 Talent Decisions srl. All rights reserved. Tests and Simulations  Hogan Lead (HPI-HDS-MVPI)  Matrigma (cognitive styles)  Leadership Experience Survey  Career Survey  Inbox  Direct Report Meeting  Peers Meeting  Boss Meeting
  11. 11. 11Copyright © 2015 Talent Decisions srl. All rights reserved. “Year in a day” assessment  A process that exposes people not just to realistic challenges, but to the pivotal business challenges that have the greatest impact on the organization’s performance. In addition to the simulations, TD typically includes the following in the assessment process to provide the best and most well-rounded view of the person:  Pre-Assessment: Discussion with the participant’s boss,  Welcome Call: To help the leader feel more comfortable with the process and answer questions  Career Interview: To understand the leader’s career and development context,  Inventories: To provide information about an individual’s goals, motivations, self- perceptions, career derailers, experiences, and potential  Cognitive Tests: To measure analytical reasoning and critical thinking  Feedback: Provided to the leader and the organization to support decisions and development
  12. 12. 12Copyright © 2015 Talent Decisions srl. All rights reserved. Financial and Talent Management Simulation Purpose: Prioritize and handle a broad range of issues  Update year-end forecast and take action to improve the results  Review talent and take action to improve it  Identify and take immediate action on the most urgent, critical, and time- sensitive issues Direct Report Coaching Purpose: Meet with direct report to move forward on rolling out a huge corporate initiative  Sell the rationale, deal with barriers in the region, coach a direct report Team Meeting Purpose: Meet with two peers to determine how to move forward on a pilot initiative with an external partner  Work the matrix and gain support from peers on financial, operational, and strategic issues Strategy Meeting with the Boss Purpose: Meet with the SVP of the Americas to discuss the strategies that will be used to grow the business within their Region  Engage in strategic thinking, champion their point of view credibly, recognize business implications, propose creative solutions, and drive toward challenging goals Example of simulations
  13. 13. 13Copyright © 2015 Talent Decisions srl. All rights reserved. Proof-of-concept discussion Purpose: Meeting with a colleague from the corporate office to appraise the feasibility and future potential of an innovative new business venture Applying financial services Purpose: Interpreting and applying financial data and reports about the workgroup and company In-box exercise for planning and execution Purpose: Prioritizing and attending to a wide range of operational and people issues related to the unit and developing an action plan Other simulations
  14. 14. 14Copyright © 2015 Talent Decisions srl. All rights reserved. Develop  Online 360° Feedback  High Potential Programs  Coaching for the next role
  15. 15. 15Copyright © 2015 Talent Decisions srl. All rights reserved. Online 360° feedback 12 GUIDA PER LO VILUPPO PPPPP AAAAA G I NG I NG I NG I NG I N A D I E S E M P I OA D I E S E M P I OA D I E S E M P I OA D I E S E M P I OA D I E S E M P I O 1.Summary Information ■ Importance Summary ■ Skills Overview ■ Perspective Comparisons 2.Detailed Information ■ Highest and Lowest Ratings ■ Composites (certain models) ■ Detailed Results 3.Developmental Highlights ■ Focus for Development ■ Development Suggestions ■ Written Comments
  16. 16. 16Copyright © 2015 Talent Decisions srl. All rights reserved. High Pos Program Method % Presentation 20 Peer Coaching 20 Project 35 Individual Coaching 15 Focused Individual Reflection 10 Presentations Individual Coaching Peer Coaching Real Business Project Transfer to Work Pre-Program Prep (transfer)
  17. 17. 17Copyright © 2015 Talent Decisions srl. All rights reserved. Coaching for the next role Identifying core values and principles  Who do you want to be as a leader? Setting the tone for leadership Communications  Organizational savvy Establishing positive working relationships with important stakeholders Proactively networking and building relationships to ensure long-term success Your LEADERSHIP Agenda Your RELATIONSHIP Agenda Defining strategic priorities Outlining short- term and long- term action plans for accomplishing significant results with speed and quality Your BUSINESS Agenda Managing time and priorities Balancing work and family Maintaining motivation and focus Your PERSONAL Agenda Identifying strengths and weaknesses in the new role Establishing a development plan to build capabilities where needed Your LEARNING Agenda
  18. 18. 18Copyright © 2015 Talent Decisions srl. All rights reserved. Engagement survey On line Survey (30 Q’s) 15 Languages In depth report Engagement Plan 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 13% 20% 29% 27% 11% Disengaged Disaffected Agnostics Towards Engagement Fully Engaged
  19. 19. 19Copyright © 2015 Talent Decisions srl. All rights reserved. Consult  Competency Models  Performance Appraisal  Talent Review
  20. 20. 20Copyright © 2015 Talent Decisions srl. All rights reserved. Our cornerstone: the Leaderhip Pipeline
  21. 21. 21Copyright © 2015 Talent Decisions srl. All rights reserved. Competency Framework Executives responsible for enterprise-wide leadership of a business group or function. Leaders with full responsibility for a P&L unit, managing multiple functions (e.g., General Mgr, Managing Director) Managers and directors within a business or corporate function, product line, or region; leaders with 2 + layers under them. Individuals in first-line management positions with (typically hourly-level) people reporting to them. Individual Contributors at 4 levels 4 Superfactors 17 Competencies 68 Behaviors 4 Superfactors 16 Competencies 64 Behaviors 4 Superfactors 16 Competencies 64 Behaviors 4 Superfactors 14 Competencies 58 Behaviors
  22. 22. 22Copyright © 2015 Talent Decisions srl. All rights reserved. Performance appraisal  To provide a basis for “rich” performance discussions in which employees get clear, constructive feedback on their accomplishments and areas to be improved  To ensure a fair and consistent approach to performance evaluation, reinforcing the Company’s philosophy  To create a clear line-of-sight between performance and pay  To better differentiate between high and low performance  To support company’s goal of creating a high-performing culture .
  23. 23. 23Copyright © 2015 Talent Decisions srl. All rights reserved. Talent Review  Identify what new talent has to be brought in  Modify career paths and/or rewards  Change recruitment and sourcing strategies  Execute succession plans for key positions.  Carry out individual career development action plans that address development needs.  Successfully transition, onboard, develop individuals for their new roles, assignments, and experiences.  Align business plan with talent resources.
  24. 24. 24Copyright © 2015 Talent Decisions srl. All rights reserved. Contacts Viale Angelo Filippetti 28 | 20122 Milano Via E. Gianturco, 4 | 00196 Roma Tel. +39.02.7772181 | Fax +39.02.77781844 info@talentdecisions.it | www.talentdecisions.it P. IVA, C.F. e Num. Iscr. 03934640966 Registro Imprese di Milano – REA 1712737

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