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HR Strategy Consulting

Our position

Adoc Talent Management has adopted a unique positioning in the human resources market of the RDI ecosystem, supporting public stakeholders, deeptech companies and all those who have or want to develop a research development or innovation department.

Thanks to its hybrid team (PhDs and HR professionals) and its approach based on scientifically validated elements, the company develops tailor-made approaches adapted to the field. We therefore rely on both our HR experts and our laboratory made up of expert researchers to develop scientifically validated analyses, tools and recommendations that are most relevant for each client.

3 keys to optimizing your HR management

Management of professions, jobs, career paths and skills (GEPP):

We develop innovative tools and methodologies to map and anticipate the evolution of professions and adapt skills according to economic, social, environmental, technological and organizational developments. We support you in improving and optimizing career management by supporting employees in their professional careers in order to develop the competitiveness of the company. Finally, we help you put in place an action plan and adequate HR processes to anticipate the future needs of the company.

Make the company known and attract doctors:  

Adoc Talent Management deploys targeted communication strategies to increase the visibility of our clients among the best talents. We organize sectoral events, participate in academic fairs and develop partnerships with institutions in all countries. These actions not only strengthen our clients' employer brand but also attract exceptional talent.

Retaining and developing the careers of doctors: 

We design and implement continuing education and professional development programs tailored to PhDs and research staff. By tracking the career development of researchers, we adjust retention paths to meet their ever-changing needs. Our personalized approach guarantees talent retention and career development in line with their aspirations.

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Examples of missions

The Board of Directors of a major international research center contacted us because they wanted to transform the management of the center to introduce new processes that would integrate well-being at work more explicitly and effectively, and to implement a new organization for the center, while preserving the gains of its growth and internationalization. 

We built a holistic approach aimed at ensuring a successful transition, preserving cohesion within the organization, and establishing a solid foundation for new leadership. Our team of consultant-researchers specialized in organizational transformation worked closely with the Research Center to create a new dynamic, working on key issues such as well-being at work, which requires good people management, clarification of roles and responsibilities, transparent communication, and stakeholder buy-in for decisions taken.

Our team worked with an action-research methodology, divided into 4 main stages:

  1. Participatory diagnosis

  2. Scientific insight (using the latest theoretical and practical knowledge to avoid reinventing the wheel)

  3. Co-construction of solutions

  4. Evaluate solutions by setting up relevant indicators.

This participative, evidence-based methodology also ensures optimum acceptance of changes by the team (since all players are involved in the process, and solutions are co-constructed).

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