skills, and behavioral competencies to analyze job readiness.
It enables organizations to hire, evaluate, and develop talent through
accurate assessments and analytical reports that support data-driven decisions.
ADM national platform for measuring and developing
management maturity; it determines an organization’s readiness
and the consistency of its practices with global maturity levels,
and turns results into actionable improvement plans.
in addition to conducting Focus Group sessions based on survey results to gain deeper insights into the employee experience.
The platform provides intelligent analytical reports and detailed insights that help organizations make informed
improvement decisions — all with complete confidentiality and data integrity.
and implement targeted development plans — ensuring business
continuity and sustainable growth.
We help organizations build calm, balanced workplaces that boost performance and satisfaction.
By nurturing psychological safety, mindful leadership, and communication harmony, we create
a foundation for lasting engagement and sustainable success.
Calmness is not the absence of motion, but the presence of balance.
Taleva – Intelligent Talent Assessment Platform
- What it is: An intelligent assessment platform to measure knowledge, skills, and job fit—from quick screening to in-depth reports that power hiring and development.
- Who it’s for: Universities, training centers, and employers seeking to connect learning outcomes to labor-market needs and accelerate hiring decisions.
- How it works: Standardized tests (knowledge/skills/behaviors), role-matching algorithms against job descriptions, and candidate ranking by fit score.
- Key outputs:
o Individual competency report and candidate comparisons.
o Fit matrix against must-have requirements with targeted development tips.
o Standardized CV (Taleva Profile) ready to download and share.
o Job Opportunities board that auto-matches candidates to suitable roles.
- Why Taleva:
o Objective, comparable measurement across cohorts and roles.
o Instant analytics and interactive dashboards for clear decisions.
o Bilingual (Arabic/English) and sector-ready configurations.
o API-ready for HRIS/ATS integrations (admissions, HR, and recruiting systems).
- Trust & quality: Curated item banks, periodic calibration, and sound psychometrics for reliability.
- Added value: Built-in CV creation and job listings strengthen the bridge between graduates and employers—shorter time-to-hire and higher selection quality
ADM — Administrative Development & Maturity Model
What does ADM do in practice? A professional tool to measure your organization’s current management maturity level against international standards, using clear indicators for each domain. Through evidence-based reviews, audits, and analysis, ADM provides an accurate diagnosis of the current state, identifies improvement gaps, and guides the journey to advanced levels—ultimately reaching world-class maturity.
How we work
- Structured desktop reviews: Policies, procedures, process maps, performance reports.
- Audits & focused interviews: Validate real-world application and practice consistency.
- Evidence-based analysis: Traceable proofs linked to every measurement result.
- Maturity classification: Place your organization within the adopted levels (Foundational, Organized, Integrated, Advanced, World-class Leader).
- Executable improvement roadmap: Priorities, initiatives, ownership, timelines, and KPIs.
What we assess: domains, standards, and clear indicators
- Leadership & Policies: Directional consistency, decision governance, integrity & compliance. Sample indicators: Governance policy clarity; leadership review cadence.
- Strategy & Objectives: Goal alignment and outcomes; initiative management. Sample indicators:Strategy–KPI linkage; portfolio tracking discipline.
- Operations & Services: Process standardization, quality, efficiency. Sample indicators: Defect rate; cycle time; beneficiary satisfaction.
- People & Human Capital: Talent acquisition, development, leadership. Sample indicators: IDP coverage; succession readiness.
- Governance & Risk: Risk management, compliance, internal controls. Sample indicators: Risk register robustness; treatment plans; control adherence.
- Data & Performance: Data quality, measurement, analytics-driven decisions. Sample indicators:Master-data accuracy; cadence of performance dashboards.
- Innovation & Continuous Improvement: Idea generation, change management, lessons learned. Sample indicators: Implemented improvements per cycle; impact on results.
What your organization receives
- Precise maturity diagnosis by domain and indicator.
- Gap & priorities report backed by verifiable evidence.
- Executable roadmap to move from the current level to Advanced and then World-class.
- Periodic tracking dashboards to monitor progress and sustain improvement.
Alignment & compliance ADM is grounded in international best practices (relevant ISO families), nationally aligned with Vision 2030, and adheres to PDPL for data governance and privacy.
Talents Beat — Employee Engagement Intelligence
- What it is: An intelligent platform to measure employee satisfaction and engagement across your approved dimensions: Pride/Advocacy, Continuity/Intent to Stay, and Contribution/Initiative.
- Who it’s for: Organizations seeking data-driven decisions to boost loyalty, reduce turnover, and improve performance.
- How it works:
o Standardized Likert surveys and rapid pulse checks across the three dimensions.
o Correlation & regression to surface the highest-impact drivers per dimension.
o Heatmaps, radar charts, and team/time comparisons.
- Key outputs:
o Overall satisfaction index + detailed scores for Pride/Advocacy, Continuity/Intent to Stay, Contribution/Initiative.
o Driver analysis with prioritized, high-impact actions.
o Action planner with owners and timelines.
- Why Talents Beat:
o Reliable measurement (e.g., Cronbach’s Alpha) and bilingual coverage.
o Supports focus groups to contextualize and validate insights.
o API-ready for HRIS/BI and PDPL-aligned privacy & confidentiality.
- Added value: Executive-ready reports, trend alerts, and impact tracking linking actions to loyalty, satisfaction, and attrition KPIs.
Workplace Tranquility – Where Balance Drives Excellence
Identify critical roles and build a robust succession plan that ensures operational continuity, timely and precise replacement decisions, and a smooth leadership transition at any time.
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What does Succession Planning do in practice?
A professional system to identify critical roles, assess successor readiness, and build evidence-based succession slates against international standards with clear indicators for each pillar—reducing vacancy risk, ensuring leadership continuity, and accelerating talent development.
How we work
- Identify critical roles using a rigorous sequence: org structure → job descriptions → strategic objectives & KPIs → stakeholders & relationships → link each role to a Stakeholder Grid to gauge mutual impact.
- Assess performance, potential, and capability: 360° tools, Taleva/MX assessments, behavioral interviews, and results history.
- Classify readiness: Ready Now / 6–12 months / 12–24 months, with confidence level and supporting evidence.
- Build succession matrices: role-by-role slates, Bench Strength view, and vacancy-risk analysis.
- Individual Development Plans (IDPs): gap-to-role mapping, learning pathways, stretch assignments, and follow-up metrics.
- Governance & cadence: Succession Committee, quarterly/biannual reviews, decision logs, and documentation.
What we assess: pillars with clear indicators
- Governance & Policy — Policy approval and review cadence. Indicators: approved policy, committee frequency, documented decisions.
- Critical Role Identification — Objective methodology and coverage. Indicators: % of roles tagged critical; each role mapped to the Stakeholder Grid.
- Performance & Potential — Technical/behavioral capability and leadership potential. Indicators:360°/Taleva results; 12–24-month performance consistency.
- Successor Readiness — Clarity of readiness levels and evidence. Indicators: % of critical roles with “Ready Now”; average time-to-ready.
- Bench Strength — Depth and breadth of successors. Indicators: successors per role; cross-functional coverage.
- IDP Quality & Execution — Effectiveness and follow-through. Indicators: active IDP rate; completion of development actions; impact on readiness.
- Risk & Continuity — Vacancy risk and interim coverage. Indicators: role-level risk index; documented interim plans.
- Diversity, Equity & Inclusion (optional) — Balance and fairness of slates. Indicators: representation; equitable access to development.
- Data & Analytics — Data quality and dashboards. Indicators: candidate-file completeness; update cadence of the succession dashboard.
What your organization receives
- A documented critical-roles list tied to stakeholder impact.
- Succession matrices with successor readiness (Now / 6–12 / 12–24 months).
- A Bench Strength Index and vacancy-risk reports.
- Executable IDPs with KPIs and ownership.
- Interactive tracking dashboards to monitor progress and refresh status on a regular cadence.
Alignment & compliance
Aligned with international best practices (relevant ISO families) and Vision 2030 objectives, with PDPL-compliantdata governance and privacy.
Workplace Tranquility Program
A specialized program designed to measure and enhance workplace serenity through interactive dialogue sessions that bring leaders and employees together to explore the state of psychological safety, leadership composure, communication harmony, and performance–well-being balance.
The program follows a deep behavioral analysis framework built around four interconnected modules:
1. Mindfulness – Enhancing focus and present-moment awareness in the workplace.
2. Emotional Regulation – Developing composure and balanced responses to stress and emotions.
3. Resilience – Building endurance, reducing burnout, and strengthening adaptability.
4. Relational Effectiveness – Improving communication, collaboration, and conflict resolution with awareness and professionalism.
All sessions are conducted in a safe, facilitated environment, resulting in quantitative and qualitative insights that translate into actionable recommendations and short-term development plans—fostering organizational calmness, higher engagement, and sustained performance.
When behaviors settle, organizations thrive.