Use Case | Evaluation of Proposals in Internal Development Programs

Use Case: Evaluation of Proposals in Internal Development Programs

Description:
This use case focuses on analyzing and prioritizing proposals submitted by employees within the framework of internal development programs, such as career plans, innovation projects, or operational improvements. Using an automated analysis tool, the company can identify which proposals have the highest feasibility, strategic impact, and alignment with organizational objectives. This ensures that resources are allocated to the most valuable initiatives and guarantees transparent and efficient management of internal talent.

How Proposal Analysis Works:

1. Collection of Proposals:
   • Key Documents:
     Proposals submitted by employees in an internal development program. These proposals may include:
     • Personalized career plans
     • Continuous improvement projects
     • Technological or process innovation initiatives
     • Optimization ideas for specific areas
2. Evaluation Based on Predefined Criteria:
   The model evaluates each proposal based on factors such as:
   • Feasibility: How realistic it is to implement the proposal considering resources and time.
   • Impact: The degree to which the initiative contributes to the company’s strategic objectives.
   • Innovation: Whether it introduces disruptive ideas or significant improvements.
   • Return on Investment (ROI): Projected benefits compared to estimated costs.
   • Alignment with Organizational Priorities: How the proposal fits with the company’s short- and long-term goals.
3. Classification and Prioritization:
   The proposals are classified into categories such as:
   • High Priority: Proposals with significant impact and high feasibility.
   • Medium Priority: Proposals with potential but requiring adjustments or validation.
   • Low Priority: Initiatives with limited impact or difficult implementation.
4. Recommendations:
   A report is generated with the results of the analysis, highlighting the most promising proposals and suggestions for optimizing those with intermediate potential.

Practical Example

Scenario:
A company launches an internal program to identify innovative initiatives in its operational processes. It receives 50 proposals from employees across different departments.

Process with the Model:

1. Proposals Received:
   • Proposal A: Automation of an administrative process that will save 200 hours/month.
   • Proposal B: Implementation of a mental well-being program to improve productivity.
   • Proposal C: Redesign of a workflow in the supply chain.
2. Analysis Results:
   • High Priority: Proposal A (automation). High feasibility, low cost, and immediate return.
   • Medium Priority: Proposal B (mental well-being). Positive impact in the medium term but requires additional validation.
   • Low Priority: Proposal C (redesign). High complexity and cost with limited impact.
3. Recommendations:
   • Implement Proposal A immediately.
   • Refine and pilot Proposal B.
   • Reevaluate Proposal C after further iterations.

Benefits for the Company

1. Efficient Resource Allocation:
   • Ensures time, budget, and efforts are focused on proposals with the highest impact and feasibility.
   • Avoids investments in initiatives with low potential return.
   • Example: Implementing a prioritized automation idea can save significant resources, freeing them up for other critical areas.
2. Encouragement of Innovation:
   • Recognizing and implementing the best proposals encourages employees to contribute creative ideas in the future.
   • Reinforces a culture of innovation within the company.
   • Example: An employee whose proposal is selected for implementation becomes an ambassador for organizational innovation.
3. Improved Employee Engagement:
   • Fairly evaluating and analyzing proposals increases the perception of equity and commitment to the company.
   • Employees feel motivated when they see that their ideas have a real impact.
   • Example: A career plan designed by the employee and approved after analysis improves retention and satisfaction.
4. Alignment with Strategic Objectives:
   • Ensures that only proposals aligned with organizational priorities are selected.
   • Avoids the risk of implementing initiatives disconnected from business goals.
   • Example: Sustainability-focused projects could align with the company’s corporate social responsibility objectives.
5. Transparency and Merit:
   • A structured analysis eliminates biases and favoritism in the selection of proposals, strengthening a merit-based culture.
   • Increases trust in internal development processes.
   • Example: By selecting proposals based on clear criteria, employees perceive the process as fair and objective.
6. Talent Identification:
   • Identifies employees with strategic skills, creativity, or outstanding leadership.
   • Allows offering them specific growth opportunities.
   • Example: An employee who proposes an innovative solution is identified as a potential leader for similar projects in the future.

Common Applications

1. Personalized Career Plans:
   • Evaluate and prioritize career plans proposed by employees for professional development.
2. Innovation Projects:
   • Select initiatives with the highest potential to improve processes, products, or services.
3. Continuous Improvement Programs:
   • Analyze proposals to optimize operations, reduce costs, or increase efficiency.
4. Leadership Identification:
   • Use proposals as a basis to detect leadership skills in employees.
5. Strategic Investments in Development:
   • Decide which internal projects to invest in to maximize return.

Summary of Benefits

Conclusion
Proposal analysis in internal development programs helps companies identify and prioritize initiatives with the greatest impact and feasibility. This approach optimizes resources, encourages innovation, and strengthens employee engagement, ensuring that decisions are fair, strategic, and aligned with corporate objectives.