After many years hiring and managing personnel we realized that it was necessary to rethink the way in which organizations see the management cycle of a collaborator, which can be broken down into:
- Profile definition
- Performance management
The detail is that conventionally this is worked from start to finish and not the other way around. If we want a high probability of having the ideal collaborator, we have to start by measuring and managing performance, to understand what it is that really needs to be looked at.
It is indisputable that it is increasingly difficult to attract and retain talent, so we have broken down the components of this entire cycle to focus on those that we believe have the greatest impact. From our point of view: performance management, selection and definition of the profile. These are processes where there is still a lot to do but in which we believe organizations must concentrate on research to discover what really works. In particular, at Personal Model Management we are concentrating on reformulating the selection and profiling processes based on an understanding of performance management.