HR ToolKit

Your Talent Self-Assessment

The purpose of the questionnaire is to provide you with a quick yet systematic check-in across your talent process. Upon completion we will analyse your responses and provide you a detailed report, highlighting areas where you benchmark highly and recommendations on where you can consider future improvement. 

Step 1: HR Toolkit Diagnostics

Governance, Culture & Conduct

  • Culture plays a vital role in an organisation's success
  • Leaders must develop a clear vision and they must encourage and enable their people to join in the success by delivering that vision
  • Test and learn approach reduces risk and enables rapid pivots when required

Talent Acquisition & Retention

  • 16 of the top 25 skills searched on LinkedIn did not exist 5 years ago
  • Recent events have proven that we can work in different patterns, locations and virtually
  • Retention of key talent will become even more challenging in the future

Performance Management

 

  • The cornerstone of your talent strategy and critical to achieving your organisation’s business strategies
  • Create a model of ongoing feedback and dialogue
  • Introduce agile principles; learn through and encourage iteration

Reward & Recognition

  • Separate evaluation from development discussions
  • Clear & transparent pay structure
  • Incentives informed by the desires of your people

Career Development

  • Establish people's priorities and goals
  • Align career aspirations with business needs and learning and development plans
  • Support and encourage flexible career paths

Learning & Development

  • Define lifelong learning ambitions
  • Curate learning pathways tailored to individuals
  • Increase learning agility; project skills, data-driven decision making and consumer-centric listening

Coaching & Mentoring

 

  • Develop a strengths-based approach by working with your people to enhance what they are already good at and passionate about
  • Set small, incremental, achievable goals that result in bigger transformation over the long-term
  • Equip your people with tools to ‘self-coach’ 

Succession Planning

  • Can you achieve your business goals with your current people and capabilities?
  • Is our existing talent base ready to become your next generation of leaders?
  • Is your investment in learning and development aligned to achieve your strategic business goals?

Policies & Procedures

  • Co-design HR policy and procedure treating your people as clients
  • When combined together they should guide and help your people to meet your organisational objectives 
  • Consistency and transparency creates a positive organisational culture

Step 2 – Implementation

Review > Define > Action 

We work with you to prioritise the results of your diagnostics and focus on what will drive the best results for you and your people.

Project Roadmap

A clear project roadmap and plan to agree scope and initiate the project in line with your expectations

Implementation Framework

A detailed framework for implementation, providing clear deliverables and milestones

Continuous Improvement

The pathway must be continuous and we help you to plan and drive improvements into the future

Want to chat and explore a little more?

We are always happy to schedule a call to have an initial discussion and share our ideas. Maybe that is all you need from us right now, or perhaps you are ready to roll up your sleeves and kick off your HR diagnosis, either way we’re here and would love to chat. 

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