Our Approach:
Our approach is based on our belief that talent cannot be managed in a vacuum – that it can and should be leveraged within the context of the organization. Our process is proven, deliberate, and data driven. We excel at assessing current talent and developing systematic interventions that account for both talent life-cycles and the business life-cycle. View our Organizational and Talent Life Cycle Model (PDF).
Our Services:
- Talent Bank Development – A process for assessing talent and creating development strategies to upgrade talent in the context of the organization’s internal and external environment.
- Succession Planning – Succession planning instruments and processes developed by OptimaHR that respond to an organization’s unique culture and need.
- Climate Assessment – Analysis of the organization’s current state using a variety of climate, culture, and satisfaction surveys.
- Profile for Success – A program that involves analyzing the “stars” in your organization to identify the skills, behaviors, and competencies that are required for success in the organization.
- Team Up – Team-building process that prepares members of the organization to leverage team dynamics for results in all types of team interactions, including virtual and project teams.
- Success from the Start – A roadmap for the new hire and organization to ensure excellence upon entry into the organization.
- What Next? – A program to aid seasoned associates and the organization create plans for the mature stages of their career.
Our Experience:
- We have assisted over a hundred organizations in all aspects of talent management. We have utilized a wide variety of tools and instruments to assess performance and to assist in future planning. We specialize in helping strong performers become even stronger.
- We have substantial expertise in working with associates and leaders at all phases of the employee life cycle. We use instruments that can be rapidly customized to meet the needs of any organization in assessing talent and developing appropriate developmental plans for each associate.
