Revelian Partnership

Accendo Expands “Assessment Marketplace” With Revelian

Revelian’s award-winning assessment products now available on Accendo’s TalentPulse Platform

Press release: Kuala Lumpur, Apr 14, 2020: Accendo Technologies, a leading provider of talent assessments and career pathing solutions, announced that it had entered into a partnership with Revelian, an Australian-based company specialising in data-driven human behaviour insights, and now part of Criteria Corp, an LA-based leader in psychometric assessments for recruitment.

A core objective of Accendo’s TalentPulse solution is to make it easy for clients to deal with multiple assessment solutions. Many clients face challenges of working with multiple vendors, who provide their assessment reports in their own unique formats. Internal talent management teams then have to manually collate data from all the sources, and then create a unified report that can then be used for meaningful decision making. The Accendo “assessment marketplace” offers clients the flexibility of choosing solutions that meet their needs, with the benefit of dealing only with one vendor – Accendo – who also combines data from all vendors to provide a single report. Accendo’s platform also includes dashboards to help take decisions around succession planning, employee development and talent acquisition.

Speaking about the partnership, Sharma Lachu CEO & Founder, Accendo Technologies, said that “Revelian’s products are a fantastic addition to our portfolio. Revelian’s interactive, reliable and flexible solutions are trusted by top employers around the world to deliver powerful HR insights. We especially see an increased demand for game-based solutions, and Revelian’s world-class products will not only deliver rich insights to HR teams, but also provide a high degree of engagement for the candidates. We look forward to working with them and delivering even greater value to our customers.”

Cherie Curtis, CEO Revelian shared that “As Revelian continues to expand globally we were eager to identify partners interested in and who actively promote psychometric assessments in their region. Accendo is innovative in their approach to find, engage and retain top performers, so our game-based assessment Cognify, was a natural addition to their suite, offering their clients powerful candidate insights.”

About Accendo

Accendo helps organizations revolutionize how to attract, assess, align, develop and retain top talent, both inside and outside the company. The company’s cloud platform enables organizations to run entire talent journeys that includes conducting assessments, obtaining meaningful insights for strategic decision support, and crafting learning journeys and career paths for individual employees. Accendo is reimagining how talent assessments are used through an impactful combination of data science, intelligent analytics, process efficiency and user experience. Headquartered in Kuala Lumpur, Malaysia, the company services leading corporates across a wide cross-section of industries, with needs for succession planning, graduate hiring programs, Hi-Po identification, promotions, recruitment and talent optimization.

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Is The Business Ready For When The HR You Know Is Gone?

IS HR ACTUALLY SERIOUS ABOUT CHANGE?

While the world keeps talking about moving “digital”, there is a stereotype that gets blanketed – HR hardly adds value to an organisation as they are not prepared to lead the company into a digital work environment and that maybe it is time their seat at the table is revoked.

I see it slightly differently. Within the next 5 years, the role of HR will drastically shift. This is no longer a hunch, this is now fact the likes of Josh Bersin have proven. HR will become part bots, part deep level expertise coaches for the business (internal consultant with deep expertise). So with that, I have a slightly different question.

IS THE BUSINESS READY FOR WHEN THE HR YOU KNOW IS GONE?

The ownership of managing people is not on HR- it never has been, and never should be. It’s on the very bosses that claim the credit for the good work their people do but when the very same people fail to deliver, it is suddenly HR’s issue.

Time and time again sitting with Business-line leaders, I hear them say something along the tune of “We don’t have time for this, we have a business to run”. But what is your business if not a collection of individuals? People are not easy to deal with, I get that, but we can’t solve the people problem like we solve a process issue. We cannot legislate for human nature but we can learn to build brilliant experiences that lead to brilliant results.

Alex Ferguson, former Manchester United football manager, once said, “They (the players) win, We draw, I lose”. That level of accountability and understanding of how to get the best out of people seem to be common-sense but that is not really so common if anything it is becoming more scarce.

THE ROLE HR WILL PLAY IN THE FUTURE AND HOW TO PREPARE FOR IT

I have always opined that HR must learn to stop being a cost centre and become a profit centre. It was nice to know that a recent McKinsey article also started saying the same – but this surely sounds easier said than done.

The role of HR can no longer evolve. IT MUST REVOLUTIONISE. Start by drastically changing the composition of the HR personnel within each department.

I believe the 1/3 rules apply here. 1/3rd of your HR department should be Mathematicians and Statisticians and people exposed deeply in the field of Behavioural Psychology. Another 1/3 should be business/functional (internal) consultants and only 1/3 should know anything about HR. Don’t trust me? Ask Laszlo Bock, former Senior VP of People Operations at Google, who also seems to think so.

The reason for this is really simple. The HR teams of the future are going to be the kind that generate data based on experiments, gather data from sources all around the world and build a story on how the company can leverage these sets of data to craft a story to drive ultimate performance.

The HR of the future is one that can sit with CEOs and Boards and have the same conversation that the Heads of Strategy and CIOs are having- What levers can we pull to make sure we are able to achieve our goals?

I crave for the day a head of HR can sit with the CEO and Board to draw a line of things that needs to happen with its people directly to “Target Share Price”.

This day, I truly believe, is not far away.

In Memory of the Great Jack Welch, allow me to end this with one of my favourite quotes from him to CEOs – one that seems so simple but so nuanced and insightful;

“If your CFO is more important than your CHRO; you’re nuts”

Jack Welch

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