Talent Development

Talent management is a scope to attract, onboard, develop and retain the best performing talents. It is one of the top most challenges that business face in today’s world. These challenges are changing the way people and businesses work. These significant changes make it difficult to find and retain the best talent.

Talent management initiatives help organizations take business performance to a next level. These initiatives help to identify the right talent to perform the right job with required skills set and competencies. When employees with right talent on-boards the organization it creates a direct impact in the leadership pipeline leading to business growth.

Research states that talent management programs have a positive impact of identifying future leaders and involvement of teams in succession planning. These benefits can be achieved if there is a set mechanism for identifying the potential talents. Our Talent management solutions ensure that people potential enables business potential.

Our talent management capabilities include:

1. Attracting the right talents for the right job.
2. Effective on-boarding plans for employees
3. Identifying the right set of competencies for current and future roles.
4. Performance management solutions that enhances productivity.
5. Creating strong leadership pipeline  
6. Employee engagement surveys.

To support business strategies and help business flourish, we are here to provide talent management strategies that integrate into the success of the business growth and high performing talents for our clients.

Job description and Roles and Responsibilities

People are the most important asset for any organizations. One of the key attributes of these assets is placing the right talent at the right place in the organizational hierarchy. Often, organizations put people into positions without knowing what they are responsible for. Hiring is the need for every organization and is an on-going process, but do organizations have a structured document required for hiring the relevant resources? A structured Job description is a micro version intended to provide job applicants the necessary information for applying the jobs.

In the ladder of hiring, after structured job description is defined Roles and responsibilities. It is a macro version of a job description that clearly defines the tasks to be performed by the individual for a particular role. Defining roles and responsibilities is an essential organizational success factor. It provides clarity and alignment to overall organizational performance and business growth. Business growth happens when everyone in the organization is aware about each other’s roles and responsibilities to get the work done.

Defined roles and responsibilities can lead towards:

Performance improvement: If right talent is placed at the right position, the expectations are met in terms of achieving the goals.

Identification of competencies: Defined roles and responsibilities helps to identify the competencies for the desired roles. Competencies act a navigation map to drive towards the final destination.

Collaboration: Teams when come together, perform better, for it requires collaborating and sharing the work load.

Employee engagement: Employee engagement has a direct impact on the productivity; if employees are given clarity on the work expected which matches their roles and responsibilities, will lead to higher productivity.

We at CUNIX Inspire offer below consulting services in this area:

1. Know the right fit: We consult the organizations in creating a right and attractive Job Descriptions (JDs) to attract the right talent for the organization.
2. Who does what: We consult the organizations in creating a comprehensive roles and responsibilities document. It will give clarity to individuals in organization leading to better employee engagement.
3. Workshop on basics: We conduct workshop in training relevant people in organization on how to create a Job description and how to write roles and responsibilities.

On-boarding

Business management is a wide concept; it involves managing every aspects of the business. It is one of the essential elements required to achieve the goals of the organization. Business management cycle is a continuous process and it involves recruitment, on-boarding, training and retaining the best talent. This cycle involves looking into on-boarding the new employees immediately after they are hired. It is one of the most important factors for organizations, as research says, “77% of new hires who have formal on-boarding hit their performance milestone”. On-boarding has a direct impact on the organizational performance.

Employee on-boarding also known as organizational socialization is a process where the new employees are emotionally, physically and professionally integrated into the organizational culture and its systems. On-boarding programs benefit both the employer and the new employee. Successful on-boarding programs have benefits like it reduces employee turnover, increases productivity from day one and increases employee engagement. Research states that 1 in 6 employees quit their jobs in the starting 3 months due to no proper on-boarding programs at place, therefore it is important to plan on-boarding well before the new employee joins as organizations spends time and money on training the new employees.

We believe that one of the most important elements of successful on-boarding programs is to focus on candidate engagement. The on-boarding experience should be enriching, yet simple. It includes the following:

Welcome: Welcoming the employees is the first stage towards an effective on-boarding program. Welcoming includes giving the new employee the best possibility of integrating successfully in the company.  

Purpose: Purpose is the second stage towards an effective on-boarding program. Once the new employee joins the company, it is important to define his purpose for the desired role.

Learn: Learning is the third stage of an effective employee on-boarding program. Learning helps to make the new employee aware about the company and its services.

Build: Building the fourth stage in the on-boarding plan. It includes building relationships with people in the organization.

Do: Do is the last stage, where the employees start performing.

We at CUNIX Inspire offer below consulting services in this area:

1. Develop your plan: We consult organizations in developing their customized onboarding plans. This shall help them integrate new people in the organization better.
2. Know your company: As per organization’s requirements, we impart right set of workshop and trainings to the new joiner to help better integration.

Employee engagement leads to happy employees

Employee engagement is a broad connection that the employees have with the organizations which helps them achieve the results. The broad connection is a triangle that includes the heart i.e. feelings, hand i.e. doing and head i.e. thinking. This connection links the ability to inspire everyone in the organization, executing the defined work and envisioning the future of the individual and organization as well. Employee engagement is the key ingredient to employee happiness; it helps to measure the organizational success by adding FUN plus WORK which equals to EMPLOYEE ENGAGEMENT.

As organizations grow, it becomes one of the essential indicators responsible for employee satisfaction at work. When employees are engaged, they are able to produce the desired output expected by the organizations. Employee engagement begins right before the employee is hired i.e. recruitment and ends once the employee exits. It is required throughout the life cycle of the employee starting from recruitment, on-boarding, development, retention and exit.

Employee engagement is a buzzword that describes how committed your workforce is to your company, it has many benefits like:

• Organizations with engaged employees shows high rate of motivation to achieve the goals.
• Engaged employees leads to more productivity
• Higher retention rates
• Greater employee satisfaction

 We at CUNIX Inspire help organizations build a better workplace with engaged employees by providing employee engagement surveys on 3 aspects of employee life cycle i.e. On-boarding, Development, and Retention.

Employee On-boarding survey: It helps the organizations to measure the level of satisfaction of the new hires towards the on-boarding process.

Employee Development survey: It helps the organizations to find out the career opportunities for the employees that lead to succession planning and growth of the employees.

Employee Retention survey: It helps the organizations to measure the performance of the employee and areas of improvement.

Competencies

As organization grows, people are expected to work effectively and efficiently. People should be able to produce more with same input. That’s where the role of competency comes. Competency is an ability of perform job better. Every job role requires certain set of competencies to perform the job. Competency framework helps to answer the most critical question as to how an organizational defines skills, behaviours and attitudes that an employee needs to perform the job effectively. Competencies are not required to define for employees but for the managers as well for better succession planning.

Competencies are categorised into 3 parts:

• Core competencies: These competencies are defined organization wide and it acts as a foundation for the organizations to grow. These sets of competencies differentiate the organizations from its competitors.
• Behavioural competencies: These competencies contribute to the development of an individual in the organization to take up bigger roles.
• Technical competencies: These competencies are specific for the roles and responsibilities that an individual performs. It contributes towards the know-how for a particular role.

Once the competencies are identified, it is very important to implement them. Implementation of the competencies requires the following:

• Identify and define the Competencies: Competencies are identified based on the roles and responsibilities an individual performs in the organization. Depending on the roles and responsibilities of individual, competencies needs to be defined.
• Mapping the competencies:  Competencies are mapped with the help of the roles and responsibilities defined. Each role has a competency supporting it.
• Competency assessment: Competency Assessment is a tool of measuring the defined competencies. It includes various tools like assessment centres, behavioural event interviews and so on.

We at CUNIX Inspire believe that competencies play http://www.cunixconsultants.com/wp-content/uploads/2020/11/E-book_Job-Description_v1.0.docxa vital