Thanks to our corporate experience, we know that in talent management there is a great inconsistency between how people’s potential is defined and the tools we apply to identify them.
When we combine learning with succession and career development, we obtain an integral solution for the strategic planning of the people within the organization, generating a pool of available talents for the next level of responsibility.
We know that in talent management, to identify the potential of people, it’s essential to apply the right tools. From Glasford International Argentina we developed the Talent Package model, based on the integration of 4 axes: the Organizational Culture, the Projection in the Company, the Career Aspiration and the Commitment of the Collaborator.
- Guarantee a talent management strategy that adds value to the business with a comprehensive and scalable model.
- Progressively add compatible phases with current company practices.
- Plan business needs rather than focus on filling vacancies.
- Being able to estimate the career projection of collaborators with a consistent and customized model that is nourished by different theories.
The first 100 days of an executive in a company are crucial, seeing as they have to take in its environment as fast as possible, prioritize judiciously, and establish credibility among their colleagues and the Executive Management.
At Glasford International Argentina, we offer an adaptation service to support the executive before Day 1 in their new position begins. Our coaches facilitate this process in collaboration with the Human Resources Director, helping the newcomer to plan their transition, develop key relationships, align with the values and objectives of the organization, and build up their leadership to improve their efficiency in the new environment.