Assessment and Development Centers

Research shows that assessment centers are one of the most predictive forms of assessment for performance at work (e.g., Robertson & Smith, 2001) and that they have incremental validity over and above supervisor ratings for predicting promotion (Chan, 1996).

Laureate Global Assessment and Development centers are conducting using very innovative methodology that blends conventional assessment wisdom with natural principles of introspection and self discovery.

Creating an EVP – Employee Value Proposition

WHAT IS THAT UNIQUE SELLING PROPOSITION OF YOUR COMPANY FOR ANY PROSPECTIVE EMPLOYEE  ? Minchington (2005) defines an Employer Value Proposition (EVP) as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization. The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience.

Mentoring

Mentorship refers to a personal developmental relationship in which a more experienced or more knowledgeable person helps a less experienced or less knowledgeable person. The receiver of mentorship was traditionally referred to as a protégé, or apprentice but with the institutionalization of mentoring the more neutral word "mentee" was invented and is widely used today.
There are several definitions of mentoring in the literature. Foremost, mentoring involves communication and is relationship based. In the organizational setting, mentoring can take many forms. One definition of the many that has been proposed, is "Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé)" (Bozeman, Feeney, 2007).

HR Branding

Since the term employer brand was first used in the early 1990s to denote an organization’s reputation as an employer. Since then, it has become widely adopted by the global management community. Minchington (2005) defines your employer brand as “the image of your organization as a ‘great place to work’ in the mind of current employees and key stakeholders in the external market (active and passive candidates, clients, customers and other key stakeholders). The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company's employer brand." .

Culture , Values and Diversity

Organizational culture is an idea in the field of Organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."
This definition continues to explain organizational values also known as "beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another.

Developing Leadership Ladder

A leadership succession strategy is a valuable tool to grow future leaders and to ensure continuous development within a shifting global economy. Success by succession planning is an investment that business leaders are recognizing as an important strategy in achieving the long-term vision of their organization. The Leadership Ladder model provides a framework upon which organizations can be built and the old ones can be reconfigured. This entails a series of passages that come with very specific values, compulsory skills, and necessary time requirements. 

Training to Performance Consulting

Performance consulting, sometimes referred to as high performance consulting, is a sub-discipline of consulting that seeks to understand and develop a holistic strategy to change performance; the results typically include changes in measurement strategy, education, staffing, and toolkits. Its goals can be summarized in the slogan "work smarter, not harder".

Performance consulting can be divided into three sub-specialties:

• Organizational development specialists help organizations improve the effectiveness of their staff by changing the psychodynamics of the organization.
• Professional development specialists help organizations improve the effectiveness of their staff by providing technical and professional training.
• Personal coaches help individuals be more effective in the personal or workplace lives. The profession draws its inspiration from sports coaching, psychotherapy, philosophical traditions, and religious traditions.