MARCHENKO CONSULTING

In your company, some HR systems and processes feel like a burden, not only to regular employees, but also to managers, and even to HR people? And, at the same time, some important talent work is not done?

We have two pieces of good news for you. First - you are not alone, by far. Second - you can turn this into an amazing growth opportunity, and now is the right moment to do it.

Times are changing. In order to adapt, businesses (even the biggest) become less hierarchical and embrace rapidly developing skillsets and technology. Active horizontal collaboration, project and matrix relationships create the new environment where line managers no longer know enough to evaluate their direct reports on their own. As a result even companies like General Electric, whose classical performance review system for many years was the best practice emulated by many businesses, decided to move away from traditional approaches to talent management.

The next-generation HR systems must embrace a faster pace, interactivity, and social media culture with its message crafting, quick feedback, and powerful reach to a vast network of people. The expectation is that with the new systems we should do much more with less effort.

To some this may sound like an irritating demand, but to others - like an exciting challenge. Anyway, everyone seems to agree that in the new AI-powered reality businesses need to find effective ways to identify and leverage key humans.

We have accepted this challenge and developed apps and techniques that can bring your people management to the next level. We currently have three apps: LEADERMARK, Mapping Canvas, and Human Alignment. We also offer consulting services, helping our clients set specific talent management goals, focus their attention and resources, and facilitate the changes that lead them to success.

LEADERMARK

Built to:

Quickly find the best internal talent, based on skills, experiences, impact, and innate potential; bring internal talent development to the next level
Facilitate and incentivize 360° real-time feedback to boost employee development; bring performance evaluation to the next level
Empower employees by providing them a way to market themselves and build better careers internally; bring key talent retention to the next level
Empower employees by providing them a way to impact talent evaluation and employee recognition; bring employee engagement to the next level

Here is how it works.

Employees get the link via email every Friday. They have time till Monday to give points to people they wish to acknowledge.

For convenience, the Weekly Check-in form has a pre-populated list based on the week’s interactions.

There are 3 kinds of points: Organize, Solve, and Motivate. Each employee has only 2 points per week in total to give away.

For example, someone can give 1 Solve point to one person, and 1 Organize point to another.

Employees can also provide text feedback in the system to any colleague. This feedback can be tied to the company's values, behaviors, or competencies.

This whole process is voluntary, but those who participate get their points boosted every month. There are separate valuations for granting points and providing feedback.

There is also an option to enable the Awards module that allows employees to award each other, tying the awards to a process/project.

Points and awards add up and appear in Career Profiles enhancing an employee's internal resume. Career Profiles also show content that you would normally see on LinkedIn, including Skills, and Recommendations. Employees can either populate their profiles manually or use LinkedIn and Workday upload tools.

Business and HR leaders use the Internal Talent Search Tool to search the Career Profile database. Search results are prioritized based on the keywords, as well as points and awards.

Points help better understand individual strengths when comparing people with similar experiences and skills.

Employees and their managers can use the points and the written feedback for development purposes. The quality of feedback provided will grow as employees, with the help of their HR and business leaders, will learn to write their feedback in a constructive and meaningful way.

Learn more…

Mapping Canvas

Built to:

Have teams collaborate in real-time while mapping their processes/projects in a fast and intuitive way
Show conflicting views on the process, as well as redundant process interactions
See automation opportunities, and prioritize them based on a better understanding of systemic impact
Identify key roles / teams / systems and spot bottlenecks with a deeper understanding of the process / project success factors
Combine and visualize information gathered by LeaderMark and Human Alignment systems, for more insights

Here is how it works.

Employees involved in the process/project go through a 30-minute individual training session, where they learn the tool logic, and build their first process map by dragging persons, teams, and systems to the canvas, and selecting the applicable exchange activities.

The options are information, documents, endorsements, approvals, and budget.

Employees join a 1-hour mapping session where in collaboration they build the map for their process/project (AS-IS). Facilitator ensures that the team agrees on the process/project boundaries and definition of key interactions.

Managers on a separate meeting debrief the discussion, and analyze the resulting map, adding elements from LeaderMark and Human Alignment systems, as needed. Then they make the necessary decisions on resources, people, timeline, and coordination. Sometimes that requires creating an alternative version (TO-BE) of the map.

Human Alignment

Built to:

Map and assess values and views that drive individual behavior, and team alignment; find effective ways to motivate
Assess the level of team alignment to proactively mitigate process/project risks associated with team dynamics
Identify informal groups and their leaders; identify the most impactful change agents across different entities (functions, locations, hierarchies)
Assess the perceived motives and impact of every team member; identify key players for particular processes and projects
Get unique insightful inputs for individual development, and career planning

Here is how it works.

The project/process owner defines the list of employees involved in the process/project. A mapping exercise (featuring the Mapping Canvas tool) may help set the process/project boundaries.

Employees involved in the process/project join a 90-minute online session where they:

Learn about the Human Alignment methodology: its purposes, logic, terminology, and implications;
Watch a demonstration on how to fill out the Human Alignment Input Form;
Have the opportunity to ask questions, both theoretical and practical;
Fill out and submit the form, having the ability to ask for real-time assistance;
Are reminded about the next steps, and implications.

Managers in a separate meeting generate and analyze the Human Alignment Report, make the necessary decisions to develop the quality of the teamwork, and and come up with ways to motivate key players.

Managers provide both group and individual feedback to the employees and act on the decisions that were made.

Tokens are a symbolic representation of different sets of values and motives. Every token has its unique strength. There are no “negative” tokens.

Team alignment is measured based on how unified the team view is on each team member.

The Storyboard automatically maps the team dynamics, reflecting the perceived impact of every team member, as well as exposure, and subjective distance from others.

The Human Alignment Report shows the overall team alignment, as well as alignment within different groups, formal and informal.

Consulting Services

We can help you produce the most insightful questions and help you to find your own answers.
In the ocean of competing priorities, we can help you focus your efforts on processes and projects that will add the most value.
We can help you set your goals and priorities in talent management, to develop your practices accordingly.

We can help you develop and organize your metrics to enable timely and informed decision-making.
We can help you have your incentive system drive optimal results, balancing tactical and strategic needs.

We can help you focus your efforts on the right automation projects, and find the best opportunities for AI.
We can help implement processes and systems that can bring your talent management to the next level.
Our consultants have decades of experience solving complex talent management and automation problems for leading multinational companies.
We will be happy to discuss the best ways to address your needs, of any scale.

team@marchenko-group.com