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IMPROVING WELLNESS & PRODUCTIVITY

For the very first time, patented HR tech allows Talent Managers to identify both the soft skills of the individual and where they can be best deployed to maximize employee wellness and development, productivity and retention.

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IMPROVING WELLNESS & PRODUCTIVITY

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  1. IMPROVING WELLNESS & PRODUCTIVITY

  2. For the very first time, patented HR tech allows Talent Managers to identify both the soft skills of the individual, and where they can be best deployed to maximise employee wellness and development, productivity and retention.

  3. Talent Recognition – Talent Management Hard skills and experience (as detailed on a CV) are important, but even at recruitment there will be a larger number of applicants with those hard skills, than available interview places.  What the recruiter wants is to be able to identify the applicants who are going to shine in the role, and for that you need to identify the applicant’s soft skills as well.

  4. The Problem Identifying Soft Skills • How likely is it that 7+ billion people fall into 1 of 16 different personality types, is it any more likely than fitting 7+ billion people into one of 12 horoscope signs.  For Soft Skill identification there needs to be • An objective scale to measure soft skills effectively and since the 1990s psychologists have built on the Five Factor Model (FFM) as this objective scale • A method ensuring that candidates cannot ‘game’ the process either consciously or unconsciously

  5. Getting the Best Out Of Your Talent When Talent is immersed in an environment in which it can thrive, it’s performance improves and retention is increased.  Most studies on the cost of employee churn (up to middle management) agree that the cost ranges from £11,000 to £36,000 as it takes 32 weeks for replacement staff to reach optimum productivity. Pre-Covid employee churn was running at 15% p.a.  so statistically a company could expect to turn over its staff in under 7 years.    It is rare for someone to leave their job because they don’t feel they are capable.  The major reasons given for leaving are: cant get on with supervisor(s), don’t feel comfortable within the department, don’t like the culture.   Namely personality/soft skills failure due to culture and environment (not the work itself). 

  6. The Solution Most Talent management agree on what needs to be done – recruit or promote people who are well matched to the environment as well as the work.  The problem is how to match Talent to the best environment for it to thrive. The questions that need to be addressed are : Where to get the expertise, how much will it cost and how easy is it to use.   

  7. www.talent-recognition.com Tel: +44(0) 122 390 1260 info@talent-recognition.com

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