Talent Life Cycle Management
The Organizational Plan
- Defines the categories of people are you are going to need in the future to meet and/or exceed your business plans.
- Defines the specific skills and skill levels required for each position.
- Defines the job goals and standards for each position type.
- Determines the average cost (salary & benefits) for each position type.
- Quantifies how long each job type traditionally stays with the organization.
The Recruiting Plan
- Based on the Organizational Plan, determines when to begin the recruiting process for job types in the business plan.
- Identifies sources where you have been most successful in finding each category of employee.
- Formalizes the process for initiating, approving and commencing a recruiting program.
- Determines why candidates decide to join or not to join your organization and documents this information.
The Development Plan
- Ensures each job type has objective standards of performance and that career directions for each position can be clearly identified.
- Ensures each employee has an individual development plan and that managers and supervisors hold direct reports accountable for achieving each objective in their plan.
- Ensures every employee has a formal career plan.
- Structures regular coaching sessions between managers/ supervisors and their direct reports.
- Rewards managers/supervisors for achieving developmental success with their direct reports.
The Retention Plan
- Aligns rewards and recognition systems with individual performance and development plans.
- Surveys employees regularly to benchmark employee satisfaction and determine changes in attitudes and motivators.
- Ensures action on survey results.
- Rates and rewards managers/supervisors for successfully retaining qualified, successful employees as well as for making the numbers.
- Ensures all key positions in your organization have a formal, active succession plan in place.
The Assessment Plan
- Ensures each employee is formally assessed periodically throughout each year.
- Compares each employee to established standards, behavioral and cultural norms, and rates each employee within a job type against their peers.
- Ensures that development plans are in place for all employees and that corrective action plans exist for under performing employees.
The Outplacement Plan
- Determines when a job type is no longer required by the organization and moves to eliminate it immediately.
- Determines when a job type has changed sufficiently to warrant a reassessment of the employees currently filling those positions.
- Determines when an employee is no longer meeting requirements in a given job type, and moves to improve performance, transfer the employee to another job type or outplace the employee.
- Determines why people are leaving the organization on their own and take steps to improve negative situations.
The Feedback Loop
- Design a feedback system that has input points throughout the employee life cycle and that captures relevant data, establishes trends and provides managers and supervisors with usable data.
- Determine the most common reasons employees leave.
- Build a database to identify and track trends.
- Provide individual managers/supervisors with detailed feedback on employees who leave their areas of responsibility.
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