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.