Philosphy of TalentDeveloper

Peter de Man, the founder of TalentDeveloper.

We are supposed to meet at Mr. De Man's office, where in a neatly arranged room I find a large amount of literature and communication equipment. The laptops of course, are state of the art.
Peter de Man started his career as a secondary school mathematics teacher. He has been in computer science for over 35 years and when you hear him talk; you get the feeling that the sky is the limit. Among the possibilities: Consultancy, Information management, Information Engineering, Training and Coaching. His personal responsibility is Controlling Continuity and Quality in support for the employees of your organization.

TalentDeveloper

TalentDeveloper is a network organization of competence. The logical network is the Internet and the human network is generalists and experts, operating at the crossroad of information and organization.

Low Costs

"We try to make as few costs as we can. We usually work "in-company", to have the generic Talent Resource Management software tailor made in line with the customers requirements.  Everyone within TalentDeveloper is his own entrepreneur and for each project, we choose people with proven expertise. This incontestably influences our rates.

How big is TalentDeveloper? The answer, "Actually, always just big enough. A network and competent organization enables you to tune that very adequately. The Talent of TalentDeveloper are entrepreneurs of their own competencies, each with the necesary specific professional knowledge, skills and drive. The requirements of our customer determine which competncies fit best the project to tailor make Talent Resource Management."

TalentDeveloper can offer companies with more than 250 employees Talent Resource Management (TRM) in the area of Human Resource Management and Human Resource Development, which enables companies to have online, real-time transparency, overview and insight. This will result in huge cost saving and quality improvement in a time frame where less means better. This puts TalentDeveloper among the first in the world to be able to realize it within such little time and at a very sharp rate. This illustrates the pay-off of being a so-called "fore-runner": you already know the territory with all its complexities and the solutions.

I ask Peter if he enjoys being rejected by the client. "Well no, no one does. But because we produce a Proof of Principle, a Proof of Concept and a Prototype for the client, which we demonstrate to provide concrete feedback on their expectations. So before the actual development starts, certain aspects can be adjusted and the requirement are clear and crisp. Thus we minimize the chances of rejection to such an extent that so far, we haven't had any.

Network of competence

TalentDeveloper  is a network organization of competence. The logical network is the Internet and the human network is generalists and experts, operating at the crossroad of information and organization. TalentDeveloper and its associated entrepreneurs in this Network of Competence cover the entire value chain in the domain of Human Capital. TalentDeveloper and its entrepreneurs are willing to share their competencies.
Organized in this way we can tailor TalentDeveloper to fit the customers needs. TalentDeveloper exists only to make your organization more successful.

I still wonder however how TalentDeveloper actually works, and why it works. "Try seeing it this way: in consultancy a considerable amount of the rate per hour goes to the organization/overhead acquisition and possible understaffed. Our organization costs are very low and as far as acquisition is concerned: the person bringing in the project gets a percentage of the project results: Everybody within TalentDeveloper is entrepreneur of his own competence. In this form of organization the competence of others can be used as well. This way, you determine your own workload and your own profits. Some are more preoccupied with acquisition than others, all according to their preferences. We put the responsibilities where they belong. So that everyone can operate within a certain amount of freedom. This perhaps stimulates them most:
freely doing what they are good at.

Product Development

Peter de Man's main personal aim is diversity of his work. One of the results of his creativity is a four-dimensional X-ray scan of knowledge, skills, motivation and attitude levels of a group of people within an organization. It takes only a few minutes; while the results contain important data concerning unused potential. It points out lacking, but necessary competencies, which, can be provided in the right doses. Moreover, it can offers organizations clear insight into possible internal flexibility.

Peter is obviously hesitant when I ask him which organizations are among their clients. "We have confidentiality agreements with our clients. But I suppose that, with regard to the research mentioned above, "a large chemical multinational" would be a general enough stipulation. For a large temporary employment organization we have created an advisory report on "island automation" and how this is best integrated. In a private capacity, I like to teach and train. Prior to this always calculate of what the goals of the course are; a tailor-made course, an in-house training plus course with result evaluations afterwards.

Our Credo is:
Measuring + interpreting =knowing,
knowing=controlling,
controlling=directing

Trendsetter:

I think that here I have seen an example of the most modern trends in the area of places to work, an organization of competence and flexibility. In Western Europe the pressure on commuter traffic, "all the hassle", the pressure on the environment and the costs have become high enough to bring about changes, like this way of doing business. The well-known hierarchic organization with clear authority and a sharp distinction between those who run economical risk and those who do not, has made way here for free enterprising within a network, without everybody having to be able to do everything.

Questions about TalentDeveloper can be addressed to:
Peter de Man
Telephone:  +31 65 111 68 57
e-mail:          Peter.de.Man@TalentDeveloper.com