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Management of an organization's human capital starts prior to hiring an individual. It starts with only hiring individuals that possess the characteristics needed for the job, the motivators satisfied by the job and culture of the company and the drive to contribute to the overall success of the company. ABD offers assessments to determine the behavioral characteristics and attitudes that naturally "fit" with a position. Employing a person with these characteristics and attitudes will decrease job stress, increase job satisfaction and productivity. Here is a sample of the Managing For Success Work Environment Comparison Report.
Once an individual has been brought onto the team, it is time for an effective and time-conscious ramp-up or training program. Giving an individual the tools and resources necessary to be successful in a position is key in managing human capital. Targeted training based on the pre-assessed requirements of the job is most effectively delivered in an individualized, blended learning program. This would include the basis of how to communicate effectively with all behavioral styles. This will assure that the new hire maximizes his or her strengths from the beginning.
An essential aspect in keeping employees moving towards optimum performance is letting the employee know what is expected and how performance will be measured. Developing an action plan with goals, timelines and evaluation review dates will assist with this process. This will also add accountability and give forward focus for the new hire.
Effective communication between management and staff is essential before and after the employee evaluation process. This will ensure confidence in the employee, that he or she is valued and the company wants him or her to be successful. TTI offers self-development assessments and interactive processes as well as 360-degree assessments for performance management.
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