TALENT MANAGEMENT

"You gotta build a team that is so talented, they almost make you uncomfortable." - Brian Chesky

PeopleWiz's Talent Management portfolio comprises of a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.

Competency Modelling
Competency Modelling
Finding the right fit for the right job is a matter of concern for most organizations. In competency-based HR processes, both the employer and the employee benefit by establishing a transparent blueprint for recruitment, job expectations, performance evaluation, and career advancement paths. Literature is replete with studies proving the causal relationship of competency with performance. Competency modeling methodology has also attracted enough investigation and a range of methods for the same are being followed in the industry.
Assessment & Development
Assessment & Development Centre
PeopleWiz Assessment & Development Centre method includes an exhaustive list of options covering the entire gamut of Leadership Competency Definition, Leadership Competency Level Identification, Leadership Development Planning and Leadership Capability Development & Program Management. While we will design a customized Leadership Competency Assessment Tools for our clients, our approach will keep in consideration long term impact and usage of the competency model towards building the desired competencies across various
Career Pathing
Continuous Performance Management (CPM)
CPM is an approach that fosters continuous conversations between managers, direct reports, and teams about goals, work progress, and performance to date (in the form of constructive or positive feedback). It typically includes on-going one-on-one conversations between managers and direct reports, periodic performance / development conversations, and continuous, real-time collection of performance feedback data from employees' networks. In other words, CPM is all about Employee enablement through continuous feedback.
Agile PMS
OKR (Objective & Key results)
OKR is a framework for defining and tracking objectives and their outcomes. It's a way for an individual, a team or a company to stay focused and work towards important objectives.
Used by companies like Google, Linkedin, Atlassian and many other tech startups, what Agile has done for managing software projects, OKR can has the potential to realize for managing goal setting and achievement.
Concept Description
Agile Goals Instead of using annual static planning, OKR takes an agile approach. By using shorter goal cycles, companies can adapt and respond to change.
Simplicity Using OKR is straightforward, and the OKRs themselves are easy to understand.Companies that adopt OKR reduce the time spent setting goals from months to days.
Transparency The primary purpose of OKR is to create alignment in the organization. To do so, OKRs are public to all company levels - everyone has access to everyone else's OKRs. The CEO's OKRs usually are available on the Intranet.
Nested Cadences Strategy and tactics have different natural tempos since the latter tends to change much faster. To solve this, OKR adopts different rhythms:
  • A strategic cadence with high-level, longer term OKRs for the company (usually annual).
  • A tactical cadence with shorter term OKRs for the teams (usually quarterly).
  • An operational cadence for tracking results and initiatives (usually weekly).
Bidirectional Goal Setting Instead of using the traditional top-down cascading model, OKR uses an approach that is simultaneously bottom-up and top-down. From the company's strategic OKRs, teams can understand how they can contribute to the overall strategy.
In this process, around 60% of the tactical OKRs are set by the teams in alignment with the company goals and then contracted with the managers in a bubble-up approach.
Balanced Scorecard
Balanced Scorecard(BSC) & KPI ( Key Performance Indicators)
The Balanced Scorecard is a proven performance measurement system. It is a comprehensive strategic performance management system and methodology. It is a framework for defining, refining and communicating strategy, for translating strategy to operational terms, and for measuring the effectiveness of strategy implementation.
Perspective Key Question
Financial To succeed financially, how should we appear to our stakeholders?
Customer To achieve our vision, how should we appear to our customers?
Process To satisfy our customers and shareholders, at what business processes must we excel?
Learning and Growth To achieve our vision, how will we sustain our ability to change and improve?
Reward Strategy
Compensation & Reward Strategy
Keeping in line with the changing environment , compensation systems need to be designed in such a way that they are aligned to the business goals and strategies. If you want to maintain an edge over your competitors and succeed in this increasingly competitive environment you must have a well-designed compensation plan that motivates employees, controls compensation costs, and ensures equity. The best compensation plans mirrors the organizational culture.