Ginac’s Workforce Excellence Tip #1: Most organizations think they have competencies, but they are really using basic tenets. Make sure your competencies are performance-based because if it can’t be measured, it can’t be improved.
Ginac’s Workforce Excellence Tip #2: In thinking about workforce excellence, be sure to know what benchmarks are used in your industry to help you achieve world-class status.
Ginac’s Workforce Excellence Tip #3: 3% of your employee talent pool should be identified as high-potentials. Evaluate your numbers and start planning your strategy today.
Ginac’s Workforce Excellence Tip #4: In any talent strategy, it should focus on three things–respect for employees, recognition for a job well done and rewards for success.
Ginac’s Workforce Excellence Tip #5: Software will not fix a broken talent management process. Before making the investment, be sure your talent management processes are fully planned and working, and then automate them.
Ginac’s Workforce Excellence Tip #6: Most executive development programs fail because they are not systematic in their approach. They are too subjective and broad. Development programs should be highly customized and not a one-size-fits-all approach.
Ginac’s Workforce Excellence Tip #7: When you are so lost in your HRIS that you lose sight of your people, it’s time for an intervention. Data for the sake of data is not relevant. Data should support business goals and metrics, so know WHY you need the data.
Ginac’s Workforce Excellence Tip #8: Introducing 360 degree reviews is a positive step forward in your talent management strategy, but be sure you first set the performance and competency metrics for your organization because they drive the questions being asked in the assessment.
Ginac’s Workforce Excellence Tip #9: Organizations have varying needs for talent management, and the size of the organization does not dictate its talent management maturity level.
Ginac’s Workforce Excellence Tip: Before investing in your high potential executives (HPEs) make sure you have objective measures that everyone can be compared to. It’s amazing how the HPE list changes when management is on the same page with the exact skills being considered for performance and potential.