- Focus Training Centre LLC &
Focus Management Consultancy
- Al Salmein Golden Tower, Suite 602
- Electra Street, PO Box 322
- Abu Dhabi, United Arab Emirates
The long-term viability of organisations depends on having a strong leadership pipeline that ensures continuity and growth. In fact, the top two strategic concerns for HR executives in the Middle East are recruitment and selection, and talent management.
In Africa, the Middle East and parts of Asia, there is also a heavy reliance on expatriates to meet key skill demands. Investing in the calibration and development of the talent pipeline of graduates, high-potentials and successors is a critical step, particularly with the ageing workforce profiles in many companies.
Identifying the best talent with high-potential and for succession is critical for the long-term leadership pipeline and building bench strength.
Harvard Business Review, identified four “X” factors that are common among high-potential employees. High-potential employees, Ready et al contend, are all hardwired with the following traits:
A leadership survey conducted by UNC Kenan-Flagler Business School found that while many talent management professionals reported a high demand for high-potential talent, nearly half (47%) said their current high-potential talent pool did not meet their anticipated needs, and 65% said they were only slightly or moderately confident in their organisation’s ability to fill mission-critical roles.
We work with HR and talent management professionals to develop a systematic, criteria-based approach to identify high-potential employees and successors, which also reinforces the perception of consistency and objectivity. Our three-step process is:
Having identified the best and brightest, their development and career planning must be carefully designed and managed. We help you achieve this in five steps:
The development of high-potentials and successors is achieved using:
We are ready to help you harness the power of the talent in your organisation by providing consulting and training services that will enable the application of best-practice into your organisation.
The 2014 MENA Labour Market Index indicated that one of the most critical sources of talent for organisations is the quality and availability of entry-level candidates. The data shows that only 17% of entry level candidates are considered ‘excellent’ when rated on overall quality. With over 60% [IFC, 2011] of the population under the age of 30, developing this talent pool needs to be a top priority.
The top five areas for development in National entry-level candidates are:
We have used this data to create accelerated graduate programmes that are designed to target the skill gap and make each candidate an effective part of an organisation.
We can design a programme around your specific needs or you could select from our suite of graduate and nationalistion options:
Research of 22,000 companies proves that promoting women into senior leadership drives bottom line results. Taking steps to develop women has proven benefits for company leadership.
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