‘Talentoscope’

The talentoscope exists of 11 open questions that are meant to help you get insight in: whether the
services of your organisation still sufficiently answer the needs of your users, how your staff
planning should look like to assure qualitative services now and in future trends and developments,
and on what areas support is still needed.

These questions are answered together with a Talentoscoop advisor. Afterwards, the advisor helps
you to make up an action plan to determine where the needs are within your organisation, what
the solutions are and how Talentoscoop can support and guide you. A Single Point of Contact is
appointed, whose task it is to monitor, adjust and evaluate the action plan. He or she will also be
your fixed point of contact.

The aim of the talentoscope

The first five questions deal with the organisational model and culture of your organisation. A
couple of questions from the lean canvas are being used here. This is a tool to help organisations
think about the problem they want to solve with their services. The problem that exists among the
target group is the main focus and not the services. To understand the problem is the first step
according to the Lean Canvas. Only after figuring that out, the solution can be found.

The next three questions are meant to explore how current trends and developments can influence
your services. The last three questions deal with the assurance of services through staff now and in the
future.
Organisational model

1: On which users/groups does the organisation focus? Possibly chose the part of the services
where changes are most likely to happen for the users of those services.

Target groups are :

2: What are the problems service users come across with? What are their pains? What would they
like to see solved?

Needs of the target group(s)

3. Which services of the organisation offer a solution for the above-mentioned needs of the users?
What makes the services of the organisation so unique compared to other organisations with
similar services?
The services:
Unique is:

4. What’s the organisation’s culture?

Our culture is characterized by:

Trends and developments

5. What are the future trends and developments for (the services of) your organisation?

Future trends and developments?

6. What does your organisation need to keep up with these trends and what matters to you in
this process?

Needs:

Belangrijk :

7. What are the consequences for your organisation when you can’t keep up with these trends?

Consequences:
Staff planning

8. What does the current team of staff look like to assure the services? How much staff is
there? In what functions? Are disadvantaged groups being represented?

Staff planning

- Number of FTE (Full time equivalent):

- Functions :

- Representation of disadvantaged groups:

9. What would the ideal team of staff look like to respond to future trends and developments?

Staff planning:

- Number of FTE:

- Functions:

- Competences:

- Diversity:
10. Are there specific needs in the field of staff planning where your organisation would need
support?
Support in the field of influx and hiring of staff:

Support in the field of keeping the current staff:

Support in the field of the development of the current staff:

Support in the field of knowledge and information on employment measures:

Support on the work floor:

Support in the redesign of functions/roles:

Support in the creation of positions for interns in the context of workplace learning:

Other support:

Together with the talentoscoop advisor it is explored what information and support can be
offered from talentoscoop and in which teams or departments this can actually be realised.