Job Analysis
This was not been told to me at the time of my selection process, we hired him to achieve 10X and he is not able to surpass 2, this task is not up to my level of proficiency, I do not know how my role is contributing to the overall goal, and so on so forth. There could be multiple other circumstances that recommends why it is necessary for organizations to conduct job analysis. A detailed job analysis ensures that organization do not hire the wrong people and set realistic performance standards. Perhaps, if we look at the associated benefits, organization saves potential sum on recruitment, training, onboarding, attrition, and managing poor performances.
A job analysis process helps to determine the necessary skills sets, qualification, psychological composition, personality attributes, tasks, responsibilities, working conditions, that is associated with specific job role. It has been observed that very many times organizations consider a copy paste approach to draft a job description and prefers to hire new members basis of that, which eventually end up wasting resources, efforts, and time on bad hires. Job Analysis appears to be the fundamental process for human resource management, but its benefits flow down to employee engagement, performance, and compensations too.
We support organizations in conducting comprehensive job analysis to generate insights and outlines all the important elements of the job in question. Our expert team ensures that you have the Job descriptions that is clear, complete, and easy to understand by both the employee and the employer in the similar fashion.
Competency Based Management
Competitive business world demands organizations to make best use of its’ workforce, technological advancements, and market dynamics, to maintain its existence before discerning to lead.
Organization in any industry is essentially looking for potential ways to retain and enhance performance of its talented workforce who in turn work towards realizing organizational mission, business goals, and overall growth. Competency based management is one such people initiative that guarantees to deliver the expected outcomes for the organizations through its competent people by extending management’s focus on strategic directions to its management and development of talent. Organization that is facing challenges in taking a quantum leap, motivating employees to deliver their best, win the customers and market, create sense of accountability towards set goals, aligning performance to desired outcomes, etc., then competency-based management can bring in phenomenal results for you.
Our approach to competency-based management frameworks support organizations in integrating their human resources with its strategic vision so that it can meet the organizational mission and goals. We support organizations through-out the process of identifying, managing, and developing competencies that are critical for the success of the role, function, and the organization.
Assessment Development Centre
Is your organization facing the issue of; identifying talent that can deliver, leakage of resources on bad hires, locate Hi-POs within the organization, figure out the strengths and the area of development, charting employee developmental plans that shall support growth, then designing and implementing Assessment Development centres (ACDC) can resolve the issues for you.
A well designed ACDC will enable the organization to map the individual’s current level of competency against the required level to perform the targeted job roles.
Our trained and certified assessors help organizations in designing, and running Assessment Development centres that consists of multiple behavioral simulation exercises like role-plays, psychometric, analysis and inferences, In-basket, Group tasks, Behavioral Event Interviews, Competency Based Interviews, etc. to observe, identify, record, and report the behaviors, competencies, and skill sets that are required for the process.
Tool Design
You got a fantastic set of professionals who can facilitate various people practices for you, but having a robust and reliable tool that can enable your team to measure the targeted behaviour, skill and competencies objectively are equally important for a successful evaluation process. These tools help organizations to relate to the nature of the job and hence the predictions are objective and closest to reality. The team at Talent Abundance consists of R&D experts, certified psychometricians, behavioral scientists who comes with decades of knowledge and proficiency in designing the tool customized to the organizational needs. We engage in the design of tools such as aptitude test, SJT, In-basket exercise, case analysis, role-play, Group simulations, etc. We encourage our clients to administer the designed tool on a considerable size of sample audience within the organization, that can represent the target group for the validation of the tool.
Behavioral Event Interview
At times people tend to wear masks so that they look the way how you wish them to appear. Participants trying to put only positive foot forward or responding under socially desirable manner is not new to the interviewers. To ensure the organization ascertain the true potential of an individual, David McClelland developed the concept of Behavioral Event Interviews. A structured form of conducting interviews that is widely used across the world and is based on the assumption that the past behaviour can predict the future behaviors. However, to conduct such interviews, the interviewer must have deep understanding of the competencies, behavioral indicators, proficiency of recording observations using STAR model, and unbiased outlook.
We support organizations to conduct critical interviews using BEI framework and help them to uncover the level of knowledge, skills, competencies, of the individual based on his/her demonstrated behaviors so that organization can be confident while taking the important decisions. Besides, we also extend to train the in-house team so that their judgements are more reliable and valid even under the pressure of the war for talent.
