"Top qualities: great results, good value, on time."Silviu Badescu, Deloitte
Growing and keeping the key performers makes business sense
Spotting and winning talent is one thing. Growing and keeping the key performers is the next challenge. Investment in retaining staff brings about incremental business gains and offers stability and predictability.
Working together with you to understand and define what is critical for the future of your organisation in terms of skills and competencies, we help inform and support your talent strategy with predictive analytics and cutting-edge Online Assessments.
Burger King doubles retention rate
Retention rate doubled for the accelerated Leadership Development Programme after introducing cut-e ability and personality assessment to ensure cultural alignment.
- The challenge: selecting leaders ready to take the bold decisions of the future
- The solution: finely tuned assessment process focussing on skills and cultural fit
- The outcome: increased retention and fast promotion – the results of right recruitment choices.
360 degree feedback provides focus for development
360 degree feedback signposts key priority areas for development. It gathers input from peers, customers and managers and combines this with a self-view of what action needs to be taken. Our online 360 tool is fully tailorable to your company’s corporate brand elements and corporate competencies so you can be sure you are measuring against your own benchmark and standards.
But we offer more than 360 to inform development. Our personality questionnaires can deliver development reports, again highlighting the areas where competency development can be focused.
Using gamification to support learning and development
Applying gamification techniques and technology to your development interventions can drive up engagement. Not only can it make your e-learning and online programmes more attractive from the outset, but adding in reward collection, level unlocking and other gamification features, your employees will be more involved, drawn to and immersed in the training and development activity and more likely to access it more often.
Examples of this include awarding points for successful completion of training or task levels, ability to unlock different parts of the screen or games and collecting tokens for skill acquisition or knowledge learning.
Commerzbank makes staff responsible for their own growth
A recent corporate survey at Commerzbank revealed an increasing demand from employees for empowerment and a clear culture of responsibility which allows managers and direct reports more autonomy to create efficient procedures.
The innovative and future thinking HR Development team wanted to meet this challenge by supporting a feedback and performance culture. This was to be based on providing managers with an instrument for regular potential assessment and career planning for their direct reports. The process needed to ensure that direct reports get feedback on their performance and potential regularly and that agreements on individual development plans are mutually confirmed. Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
- The challenge: meeting development needs with a reliable process
- The solution: design and implementation of a workflow integrating Online Assessment tools
- The outcome: improved performance and employees satisfaction ratings