Talent Management Services
Talent Development
We all know that people are the heart and success force of any organization. At Coaching Eden, we possess the wealth of experience required to design and implement tailored learning processes and programs that generate successful and long-lasting pools of talent.
The process typically involves analyzing the existing talent capabilities in view of the organizational strategy. This helps us in identifying the development gaps on all three levels – the organization, teams and individuals. Next, we design a comprehensive talent development framework that entails retaining and building talent. The program content may encompass career planning, succession planning, leadership programs, training programs and engagement programs. At times, there may be as little as a simple “tweak and refresh” exercise required of the existing process in order to help an organization exceed it goals. Whatever the requirement scale may be, our specialty lies in swiftly detecting the area of opportunity and instantly drawing up the right process or enriching an existing one to fit that need. . . .
We ensure the client is provided with the essential tools and resources to enable them to sustain the progress achieved, or we may just propose adjusting the existing talent management tools and process.
Talent Development
We all know that people are the heart and success force of any organization. At Coaching Eden, we possess the wealth of experience required to design and implement tailored learning processes and programs that generate successful and long-lasting pools of talent.
The process typically involves analyzing the existing talent capabilities in view of the organizational strategy. This helps us in identifying the development gaps on all three levels – the organization, teams and individuals. Next, we design a comprehensive talent development framework that entails retaining and building talent. The program content may encompass career planning, succession planning, leadership programs, training programs and engagement programs. At times, there may be as little as a simple “tweak and refresh” exercise required of the existing process in order to help an organization exceed it goals. Whatever the requirement scale may be, our specialty lies in swiftly detecting the area of opportunity and instantly drawing up the right process or enriching an existing one to fit that need. . . .
We ensure the client is provided with the essential tools and resources to enable them to sustain the progress achieved, or we may just propose adjusting the existing talent management tools and process.
Policies and Procedures (P&P)
Our long history of working with various organizations has privileged us with a wealth of knowledge on how best to design, enhance and implement well-suited policies and procedures. We ensure that each customized set of P&P are legally compliant in relation to the country’s employment laws and amendments, as well as in accordance with the organization’s set of rules and regulations. In writing each set of P&Ps, we do so by taking into consideration the company’s business philosophy, values, practices and implementation.
Following a thorough assessment, an identification process of needs and gaps is conducted, and a modification of the existing P&Ps, or an entire re-design of a new one is proposed and implemented in line with the organizational structure. Through the establishment of each policy, a parallel set of procedures is compiled, including elements of Employee Relations, Performance Appraisals, Employee Orientation processes, Employee Entry and Exit progressions, Competency Frameworks, Learning and Development Schemes, and many more.
Policies and Procedures (P&P)
Our long history of working with various organizations has privileged us with a wealth of knowledge on how best to design, enhance and implement well-suited policies and procedures. We ensure that each customized set of P&P are legally compliant in relation to the country’s employment laws and amendments, as well as in accordance with the organization’s set of rules and regulations. In writing each set of P&Ps, we do so by taking into consideration the company’s business philosophy, values, practices and implementation.
Following a thorough assessment, an identification process of needs and gaps is conducted, and a modification of the existing P&Ps, or an entire re-design of a new one is proposed and implemented in line with the organizational structure. Through the establishment of each policy, a parallel set of procedures is compiled, including elements of Employee Relations, Performance Appraisals, Employee Orientation processes, Employee Entry and Exit progressions, Competency Frameworks, Learning and Development Schemes, and many more.
Compensation and Rewards
A correct and effective set of Compensation and Rewards directly affects an organization’s overall performance and profitability. We manipulate that effectiveness by starting with a thorough examination of the existing Organizational Structure and its Business Strategy, and either refine or redesign that structure to fulfil the organization’s objective and attain growth. This enables us to create functional roles and responsibilities, helping us identify the required jobs to execute these functions, alongside the analysis of existing job roles. We then determine the job’s value and assign the appropriate job grades through a point-based system in accordance with internationally recognized standards, followed by a salary structure that will be determined and aligned to the local market pay-scale.
Communicating changes in comp and rewards can be a challenging and stressful process. We alleviate that stress by completely managing that process on your behalf, behaving as your voice in transferring that message as smoothly and delicately as possible. These changes ultimately serve the short, medium- and long-term goals of any organization, behaving as one the pillars of sustainability, as we constantly communicate and highlight the significance of everyone’s participation in achieving these goals.
Compensation and Rewards
A correct and effective set of Compensation and Rewards directly affects an organization’s overall performance and profitability. We manipulate that effectiveness by starting with a thorough examination of the existing Organizational Structure and its Business Strategy, and either refine or redesign that structure to fulfil the organization’s objective and attain growth. This enables us to create functional roles and responsibilities, helping us identify the required jobs to execute these functions, alongside the analysis of existing job roles. We then determine the job’s value and assign the appropriate job grades through a point-based system in accordance with internationally recognized standards, followed by a salary structure that will be determined and aligned to the local market pay-scale.
Communicating changes in comp and rewards can be a challenging and stressful process. We alleviate that stress by completely managing that process on your behalf, behaving as your voice in transferring that message as smoothly and delicately as possible. These changes ultimately serve the short, medium- and long-term goals of any organization, behaving as one the pillars of sustainability, as we constantly communicate and highlight the significance of everyone’s participation in achieving these goals.
Professional Pursuit and Placement (Talent Acquisition)
The hunt for a specifically suited personality could be a painful journey of trial and error, consuming an enormous amount of time, money and effort. Through our infiltrated networks in line with our deep comprehension of your organization’s identity and need, we save you that effort. Our existence of 30 years plus within the region enriched us with a wealthy platform of personal connections containing “passive” and active candidates – those vigorously seeking, and those who are not currently available on the “job market” and invisible to other recruiters. These connections, accumulated over time, include some of the brightest people, and those of highest caliber and skill set.
Using the aid of ultra-precise assessment tools, we utilize our exceptional expertise in applying customized unique and specific methodologies in mapping the best-fit candidates for your placements. We administer the entire placement and onboarding process for you, bring you directly to the closure of the assignment, helping you integrate them smoothly into the business.
Professional Pursuit and Placement (Talent Acquisition)
The hunt for a specifically suited personality could be a painful journey of trial and error, consuming an enormous amount of time, money and effort. Through our infiltrated networks in line with our deep comprehension of your organization’s identity and need, we save you that effort. Our existence of 30 years plus within the region enriched us with a wealthy platform of personal connections containing “passive” and active candidates – those vigorously seeking, and those who are not currently available on the “job market” and invisible to other recruiters. These connections, accumulated over time, include some of the brightest people, and those of highest caliber and skill set.
Using the aid of ultra-precise assessment tools, we utilize our exceptional expertise in applying customized unique and specific methodologies in mapping the best-fit candidates for your placements. We administer the entire placement and onboarding process for you, bring you directly to the closure of the assignment, helping you integrate them smoothly into the business.
Engagement and Retention
Keeping people constantly driven and engaged is any organization’s core challenge, especially as they continue to evolve along with their personal circumstances. This challenge always takes a hit on their business realization and profitability. Having a macro look at the organization’s general challenge helps us dive deeper into the knitting threads of the underlying problem. Some of the macro encounters could be a conflicting management system, an unhealthy working environment, a poor rewards and recognition system, or even an outdated reporting style. By defining the macro issue, we eliminate the room for repetition, preparing a clean platform to fix the micro – engaging and retaining the individual.
So how do we next unleash the people power? By realizing and acknowledging what matters most to them – a sense of purpose and satisfaction. We measure these by assessing and capturing individual engagement states through several tools, including surveys, focus group conversations and individual dialogues. Upon finalizing the findings, we summarize and collate the data on hand and design engagement programs accordingly, creating the conditions in which employees can offer more of their skills and potential. By creating a working principal based on trust, integrity and transparency, an engagement and commitment podium is established, through which improved wellbeing and productivity is achieved.
Engagement and Retention
Keeping people constantly driven and engaged is any organization’s core challenge, especially as they continue to evolve along with their personal circumstances. This challenge always takes a hit on their business realization and profitability. Having a macro look at the organization’s general challenge helps us dive deeper into the knitting threads of the underlying problem. Some of the macro encounters could be a conflicting management system, an unhealthy working environment, a poor rewards and recognition system, or even an outdated reporting style. By defining the macro issue, we eliminate the room for repetition, preparing a clean platform to fix the micro – engaging and retaining the individual.
So how do we next unleash the people power? By realizing and acknowledging what matters most to them – a sense of purpose and satisfaction. We measure these by assessing and capturing individual engagement states through several tools, including surveys, focus group conversations and individual dialogues. Upon finalizing the findings, we summarize and collate the data on hand and design engagement programs accordingly, creating the conditions in which employees can offer more of their skills and potential. By creating a working principal based on trust, integrity and transparency, an engagement and commitment podium is established, through which improved wellbeing and productivity is achieved.