The Talent Development Tool can be completed adjusted and shaped to your own organisation specifications(organisation: company, location, floors, functions, number of people). It is being used as a tool in preperationand execution of selection-, as wel as PDP- and coaching-/functioning interviews.The opinion of the manager/coach, employee/coachee and informant is afterwards being saved in a PDF-file

Talent Development Tool Usage
Within the Talent Development tool the organisation is able to choose between either:

  1. Basic version (talent standards based on criteria) or
  2. Level version (talent standards based on level-indication)

Standard are 6 domain talents and 52 talents (also known as competence profiles) available.
The user/organisation has the possibility to add their own talent descriptions or competence profiles into
the program.

What does the Talent Development Tool do?

  1. The Talent Development Tool enables the manager to prepare a substantiated360°  feedback interview with the employee and executing it (on behalf of thegiven/asked talents).
  2. Manager, employee and (possibly) informant are being asked to give their opinion on a six point scale (too early, unacceptable, could be better, competent, commendable, superior), about:
    1. quality
    2. level of development
  3. The Talent Development Tool brings the opinion of manager, employee and(optional) one or more informants together in a concept- or final report. For securing the concept or final report it is possible to add remarks, suggestions, a plan of action, the company protocol and possibly space for signature. The final report is being saved as a PDF-file (for example in the personnel files).

What are the benefits of the Talent Development Tool?

  1. De Talent Development Tool can be integrated in your own organisation system.
  2. The manager en employee become a development tool which can be used to support and to develop the talents.
  3. Reporting is established by mutual agreement. Manager and employee cannot change the already given opinions about quality and level of development, however they can add a text or nuances. After agreement the report is ready and can be used for filing.
  4. It is a uniform system of reporting for the entire organisation.
  5. The personnel files are always up to date because the PDF-form can be automatically sent the HRM-floor.
  6. Saving of time and money
    1. By providing manager and employee with tools (questions and references);
    2. By a clear approach and automatic style of a report out of the questions answered;
    3. By using the system from a distance (and any place and available time);
    4. By uniform and complete file shaping;
    5. No ICT-application (or ICT-people’s time) needed;
    6. By digital saving, which means less time investment in completing files.
  7. Upgrading the involvement by:
    1. Enabling manager, employee and informant to truly give their independent opinions;
    2. Showing developments objectively.