To build and refine its HR systems to address its talent acquisition
A refined leadership model to represent the new and future realities
Understand and identifying root causes that impacted the retention of existing employees
Design new business processes to align with the new strategy
Need to identify competencies to enable success for the future
Institutionalize the competencies to succeed in the competitive business environment
Ensuring that any HR initiative gets the support and involvement of the entire organization
Integration of competencies and behavioural standards into a variety of HR programs, including performance management, selection and assessment, high potential, leadership development, and compensation.
Ensured commitment of top management by having one-on-ones to identify organizational issues within and external to the company.
Ensured acceptance across levels of the organization by having focused group discussions with all levels of employees
Competency identification through behavioural event interviews
Leveraged on best practices database to make the model robust and aligned to international trends
By implementing tools and techniques for competency mapping, the results were quite remarkable:-
A self assessment was created according to the competencies and profiles generated from the project to understand current skillset and developmental planning for achieving career goals
Relevant inputs from best practices and international trends factored into the model