Retaining talent is the biggest challenge today in organizations. With the evolution of generations, young professionals and futures professionals will not work at the same company for a long time anymore. Today, turnover is intensive and identifying talent and keep them in the organization is not a simple task.
For that, at first, is important to identify this fact, to make people in organizations aware of this scenario and to undertake Performance Evaluation, one of the most important tools for identifying talent. For the assessment to be effective, everyone in the organization must know of its importance and are open to be evaluated and receive feedback.
Spemsa provides the Learn.com platform, able to manage the entire employee lifecycle from pre-hire to retirement, supporting the 90°, 180° or 360 ° assessments, the provision of reports and the analysis results. Spemsa helps in identifying competences and gaps to be bridged and in a Performance Management.
Before making the assessment, you must identify the basic (business) and specific (for each function area) skills. Having defined the skills, is time to realize the Performance Evaluation.
| 1 – Define the best model to assess your company |
| 2 - Awareness: transmiting to people the importance of these assessments, reason for their existence, there ains, among other issues |
| 3 - Define network: choosing who will be the assessors, who will be evaluated |
| 4 - Prepare the assessment |
| 5 - Evaluate the result |
6 – Provide feedback to those assessed - may be using one of two methods:
Open system - the person assessed receives feedback from everyone personally and alone with each person. Advantages: no need for competences definition. It is a faster way. The ideal is to leave positive feedback to the end
Closed system - Each assessor writes his feedback as if he is talking to the person and, at the end, the assessed receives all comments with no identification and a chart with the average
| 7 - Generate action plan: Establish 2 (two) actions focusing efforts on priority skills, the people responsible, deadline for the implementation and costs |
With the implementation of this method using the Learn.com platform, it is possible, when comparing the competences set out above, to determine the existing gaps and developed an action plan to fill these gaps and thus qualify and develop professionals. Thus, Spemsa assists in the retention of these professionals and consequently in a reduction of turnover.
Idioma 
