Individual And Team Assessment And Development

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Individual and team assessmentand development

Human Capital Management ProcessOverview for Phases 1, 2 and 3Phase 1:EmployeeRecruitmentandSelectionPhase 2:DevelopingtheIndividualfor SuccessPhase 3:DevelopingtheTeamfor Success2

Human Capital Management ProcessPhase 1: Employee Recruitment and On-BoardingProcess Check& DebriefAlong with keystakeholders:Leverage role definitionto:Partner with stakeholdersand new employee to:Assemble team and allparticipants to: Define tasks,responsibility, authority Design accurateassessment process Review the processsteps taken in Steps 1-3 Determinecompetencies forsuccess Administerassessment battery andconduct structuredinterview Design developmentalon-boarding plan viaassessment results Developcomprehensive jobdescription Design recruiting andstaffing strategy Train interviewers foraccurate and legalinterview techniques andcontent Draft an employee“user’s manual” Coach employeethrough the first 90 days Develop a list of keyinsights and bestpractices Evaluate/improvephase 1 and prepare forphases 2 & 33

Human Capital Management Process Phase 1Step 1: Role DefinitionDefine tasks,responsibilities,authority Gather informationfrom incumbents,supervisors, subjectmatter experts, andother stakeholdersDeterminecompetenciesfor success Identify criticalperformancerequirements Organize, analyzeand synthesize theinput Identify the employeecharacteristics, includingknowledge skills andabilities, required forsuccessful performance Create a “database”of information aboutthe job Establish benchmarkswith incumbents andother companies Create foundationfor legal defensibilityfor selection methodsand decisionsDevelop acomprehensivejob description Integrate the tasks,responsibilities, andauthority with requiredemployeecharacteristics Weight and/or rankrequirements Draft acomprehensive jobprofile Develop“marketable” jobdescription forrecruitingDesign recruitingand staffingstrategy Develop andimplement a sourcingplan Establish screeningprocedures Generate candidatepool Review and screencandidates Develop “short list”for furtherconsideration4

Human Capital Management Process Phase 1Step 2: Selection AssessmentTrain otherinterviewers onaccurate & legaltechniques & sessment battery &conduct structuredinterview Identify methods thatisolate and measurecandidate characteristicsand differentiate amongcandidates Schedule interview,testing and travel logistics Conduct interviewertraining workshops Administer assessmentbattery Explain the problemswith unstructuredinterviewing Develop an assessmentbattery Create legal, relevant,and valid structuredinterview questions Validate appropriateapplication via research,benchmarking, and followup Interview candidates Ensure legal defensibilityof interview content Draft comprehensivecandidate profile and hiringrecommendation based onassessment and interviewresults Highlight the legal issuesinvolved with employeeselection and interviewing Train participants on thebest practices for legal andaccurate interviewing Practice developing andasking structured interviewquestions Ensure legality of theassessment system5

Human Capital Management Process Phase 1Step 3: On-BoardingDesigndevelopmental onboarding plan viaassessment results Distinguish strengthsand developmental needsfor the new-hire vis-à-visthe position requirements Partner with supervisorto design a training anddevelopment plan for newhire: a roadmap for the first90 days on the job Help develop a culturaland team assimilation planto integrate the new hireDraftanemployee“user’s manual” Partner with the new hireto identify his/her workstyle, idiosyncrasies,strengths, weaknesses,preferences, pet peeves,etc. Draft a “user’s manual”with new hire to share withcoworkers to aid inrelationship building andcollaboration Help new hire developcommunication/roll-outstrategy for sharing his/hermanualCoachemployee through thefirst90days Aid new hire in making abreak from past role and todevelop systematic learningplan Help diagnose and clarifybusiness situation andidentify opportunities forquick wins Assist new hire andmanager to establish solidworking relationship Help identify from whomhelp/support is needed Provide council forkeeping balance andperspective6

Human Capital Management Process Phase 1Step 4: Process Check and DebriefReview processsteps taken inSteps 1-3 Gather information,documents, metrics, etc.about the results of HCMsteps 1-3 Lead a process checkdiscussion(s) with allparticipants Identify what worked welland what could beimprovedDevelop a list of keyinsights and bestpractices Synthesize the input fromthe process checkdiscussion(s) to identifycommon, relevant,actionable, importantthemes Clarify and documentinsights regarding processdesign, execution andresults Develop best practicesthat will inform team for thenext HCM process iterationas well as other processeswithin the organizationEvaluate/improvephase 1 and preparefor phases 2 & 3 Formally conclude theHCM Phase 1 Prepare team and newhire for Phases 2 & 3 Establish next steps forthe team and/or new hireto lead into Phases 2 & 3 Implement bestpractices for next iterationsof the different HCMprocess Phases7

Human Capital Management Phase 1Role DefinitionDefine iesfor successDevelopcomprehensivejob descriptionDesign recruitingand staffingstrategySelection AssessmentDesign accurateassessmentprocessAdministerassessment battery& conduct interviewTrain interviewersfor legality andaccuracyOn-BoardingDesigndevelopmental onboarding planDraftemployee“user’s manual”Coachemployee through thefirst 90 daysProcess Check and DebriefReview processsteps taken in Steps1-3Develop a list of keyinsights and bestpracticesEvaluate/improvephase 1 & prepare forphases 2 & 38

Human Capital Management ProcessPhase 2: Developing the Individual for SuccessCurrentRoleDefinitionEvaluative orDevelopmentalAssessmentCoaching,Development& TrainingAlong with keystakeholders:Along with supervisor orother authorized leader: Define tasks andresponsibilities Clarify the purpose(s)of the evaluationPartner with supervisoror leader and employeeto: Determinecompetencies forsuccess Determine the successfactors to be measured Establish lines ofauthority andaccountability Design methodologyfor valid, accurate,comprehensiveevaluation Identify potentialchanges in role based onnew employee’s skills,abilities, etc. Collect and analyzedata for development,promotion, orrestructuring Clarify the nature ofthe engagement andexplore client goals Prioritize clientstrengths andweaknesses Develop andimplement an goaloriented action planProcess Check& Debrief forPhase 2Assemble team and allparticipants to: Review the processsteps taken Develop a list of keyinsights and bestpractices Evaluate/improveHCM Phase 2 andprepare for Phase 3 Evaluate clientprogress and utility of theprogram9

Human Capital Management Process Phase 2Step 1: Current Role DefinitionDefine tasksandresponsibilities Gather informationfrom incumbents,supervisors, subjectmatter experts, andother stakeholders Organize, analyzeand synthesize theinput Create a “database”of information aboutthe job Create foundationfor evaluation anddevelopmentDeterminecompetenciesfor successEstablish lines ofauthority andaccountability Identify criticalperformancerequirements Identify and prioritizethe concerns of allstakeholders Clarify the employeecharacteristics, includingknowledge skills andabilities, required forsuccessful performance Establish clear linesof accountability withsupervisor andsubordinates Verify success factorswith incumbents,supervisors, subjectmatter experts and otherstakeholders Establish all dottedlines of accountabilitywith other stakeholders Delineate realms ofauthority for theindividual and forothersIdentify rolechanges withstaff turnover Identify ways inwhich theresponsibilities,authority, andaccountability havechanged Developcommunication plan toconvey changes tostakeholders Design method tohold othersaccountable foradapting to rolechange10

Human Capital Management Process Phase 2Step 2: Evaluative or Developmental AssessmentClarifypurpose(s) ofthe evaluationDeterminesuccess factorsto be measured Work with supervisorto determine thepurposes of theevaluation Prioritize jobresponsibilities andcompetencies for theemployee Ensure alignmentamong supervisor,employee,stakeholders, andcoach Identify critical factorsfor this assessment Gather all relevantinformation to establishbenchmarks, pastperformance,expectations, changes,etc.Designevaluationmethodology Identify methods thatisolate and measureemployee performance andcharacteristics, i.e.:interviews, 360 feedback Identify all relevant, legaland valid sources for datacollection Develop data collectionsequence, timeline,process, and participants Validate methodology viaresearch, benchmarking,and follow-upCollect andanalyzeemployee data Interview employeeto gather selfassessment data Administer testbatteries, whereapplicable Gather 360 feedback fromsupervisor, peers,subordinates Synthesize data toidentify strengths andweaknesses that areknown and unknown tothe employee andknown to others11

Human Capital Management Process Phase 2Step 3: Coaching, Development and TrainingClarify nature ofengagement &explore goals Build trust withemployee byaddressing concerns ofconfidentiality,resistance to change,potential payoff forchange, and the futurevs. the past Clarify coach’s roleas partner, theorganization’scommitment tosuccess, andboundaries for theengagement Discuss employee’sareas for improvement,org’s needs, and aimsof coachingPrioritize clientstrengths andweaknesses Sift n gathered inassessment step Identify where theindividual needs or wantsto be in comparison towhere he/she is Establish theorganization’s standardsfor the individual Select 2-3 priorityareas of focus fordevelopmentDevelop andimplementaction planEvaluate clientprogress andprogram utility Develop specific andmeasurable goals withthe individual Gather 360 feedback at setintervals Build in processes toenhance and sustainmotivation Encourage highlevels of accountabilitywith the individual Develop a methodfor changing any habitsthat constrainperformance At conclusion offormal coachingengagement, measurethe individual’sprogress Involve theorganization andleverage its resourcesto facilitate change Establish acommunication plan tomanage the impacts ofchange Develop a set ofmetrics to gauge theprogram’seffectiveness12

Human Capital Management Process Phase 2Step 4: Process Check and DebriefReview processsteps taken inSteps 1-3 Gather information,documents, metrics, etc.about the results of HCMsteps 1-3 Lead a process checkdiscussion(s) with allparticipants Identify what worked welland what could beimprovedDevelop a list of keyinsights and bestpractices Synthesize the input fromthe process checkdiscussion(s) to identifycommon, relevant,actionable, importantthemes Clarify and documentinsights regarding processdesign, execution andresults Develop best practicesthat will inform team for thenext HCM process phasesiteration as well as otherprocesses within theorganizationEvaluate/improvephase 2 and preparefor phase 3 Formally conclude theHCM Phase 2 Prepare team andindividual for Phase 3 Establish next steps forthe team and/or individualto lead into Phase 3 Implement bestpractices for next iterationsof the different HCMprocess Phases13

Human Capital Management Phase 2Current Role DefinitionDefine iesfor successEstablish lines ofauthority andaccountabilityIdentify rolechanges with theturnoverEvaluative or Developmental AssessmentClarifypurpose(s) ofthe evaluationDeterminesuccess factorsto be measuredDesignevaluationmethodologyCollect andanalyzeemployee dataCoaching, Development, and TrainingClarify nature ofengagement &explore goalsPrioritize clientstrengths andweaknessesDevelop andimplementaction planEvaluate clientprogress andprogram utilityProcess Check and DebriefReview processsteps taken in Steps1-3Develop a list of keyinsights and bestpracticesEvaluate/improvephase 2 and preparefor phase 314

Human Capital Management ProcessPhase 3: Developing the Team for SuccessPerformanceConditionsClarificationProcess Design&ImplementationTeam OutcomeEvaluation/ImprovementProcess Check &Debrief forPhase 3Along with leader andteam members:Along with leader andteam members:Along with leader andteam members:Assemble team and allparticipants to: Establish a clear andengaging direction for theteam Ensure that performersare aligned andenergized Review the processsteps taken Identify necessarymaterial resources forteam performance Develop processes forsmooth, unconstrainedtask execution Develop successmetrics andcommunicationprocesses with thegroup’s customers Develop processes tomonitor, forecast, planand take action to ensureoptimal performanceconditions Develop processes tomonitor, forecast, planand take action tochange and improveprocesses Establish team andindividual learningprocesses to improveteam performance Evaluate/improveHCM Phase 3 andprepare for next Phase Develop a list of keyinsights and bestpractices Develop processes tomonitor, forecast, planand take action toimprove overalloutcomes15

Human Capital Management Process Phase 3Step 1: Performance Conditions ClarificationEstablish clear andengaging direction forthe teamSecure necessarymaterial resources forteam performanceDevelop monitoring,planning and actionprocesses Help build team structurethat is facilitative, focusingon tasks, composition andnorms Establish teamperformance requirements,including output, timelines,and quality measures Build set of metricsagainst which to measureadequacy of theperformance conditions Engage the organizationto build a supportivecontext, including rewards,education and information Identify the necessaryresources to achieveobjectives, including humanresources, finances,information, and authority Establish sufficientmeasurement intervalsand measure performance Clarify the role of theleader Continually engageexpert coaching at keyintervals Negotiate for andassemble resourcesrequired for successfulperformance Leverage information toevaluate and improveteam performanceconditions16

Human Capital Management Process Phase 3Step 2: Design and Implement Team ProcessesEnsure thatperformers arealigned & energizedDevelop processesfor smooth taskperformance Clarify any issues withroles and responsibilities(leverage insights fromphase 2) Identify critical tasks forsuccessful performance Ensure that ample effortis budgeted and applied tothe tasks Align individuals withsufficient levels ofinformation and skills withperformance tasks Select ap

questions Schedule interview, testing and travel logistics . and team assimilation plan to integrate the new hire Aid new hire in making a . identify opportunities for quick wins Assist new hire and manager to establish solid working relationship Help identify from whom help/support is needed Provide council for .