Local talent allocation guide 12 13

1. c
Talent Allocation Guide
Evolutionary MC 12-13
Member
Profile
Expect
ations
Needs
Skills
Compe
tencies
Educati
on
provide
d
The process:
What we need to have in mind in order to allocate someone in a
position?
Applicati
on
Preferen
ce of the
member
Interview
/
Personal
Meeting
Announc
ement
Inductio
n
Seminar/
Assessm
ent
Center
Allocatio
n
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.

2. c
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.

3. c
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.