Talent Consultant 

Owner of a service mark

A seasoned consultant with a passion for talent management and leadership development. Developed a methodology for active contribution into an integrated talent management experience covering: Planning the workforce required competencies, recruiting, performance management, training and development, succession planning and leadership development. This contribution will assist organizations in identifying the competencies and associated soft skills to address their comprehensive talent management operation for their leaders, managers/supervisors, and employees.  

Capitalizing on my experience in working for large corporates lead to contributing and helping organizations to develop their talent strategies and directions based on identifying competencies and associated soft skills. Conducting a battery of assessments for recruiting and succession planning, and a 360 assessment that allows for cultivating strong training pipelines and achieving sustainable growth through personalized needs for performance improvement and training needs analysis (TNA).

Service Profile: 

• Talent strategy and Planning:  Prepare workforce plans in determining the competencies needed in priority order per position of the organization for leaders, managers/supervisors and employees.
• Recruiting: Conducting an assessment of the candidates based on the required competencies using AI tools. 
• Performance Management:  by using a 360 assessment it is possible to determine the level (score) of every required competency based on the LPI framework.  This assessment is a questionnaire answered by the person, the superior, the peers, the reports, customers and community.
• Training and Performance Support:  The scores above will determine the skills that need to be acquired or honed by developing a personalized TNA for every person.
• Performance follow up: By using a 360 assessment every 5-6 months based on the LPI, it is possible to trace the progression or regression of the candidate’s performance during this period.  It is possible to define a new TNA to add or hone new required competencies and skills.
• Succession Planning: Conducting an Assessment of competencies on-the-job for internal workforce to determine the fitness for succession or promotion to a particular level using AI tools.
• Leadership development: This is a comprehensive Leadership program called CLP (creating leaders program) as it covers the three areas of: recruiting leaders, validating the performance of leaders and directing a skill acquisition program for leaders.

Your organization will reap the following benefits: 

• Comprehensive Competency Planning & Analysis 
• Improved Promoting and Selection Process
• Enhanced Personnel Development
• Performance Management Alignment  
• Customized Solutions
• Targeted Leadership Development 
• Performance Enhancement 
• Talent Management Support
• Usage of Automated Database