Career Planning Best Practice Detail. Workshop Content / Agenda. Objectives and Expectations. Examine current process efficiency, effectiveness, and structure Understand current gaps to best practices, and service delivery model considerations through examination of Hackett Best Practices
Career Planning Best Practice Detail
Objectives and Expectations • Examine current process efficiency, effectiveness, and structure • Understand current gaps to best practices, and service delivery model considerations through examination of Hackett Best Practices • Begin the development of a best practices scorecard
Best Practices Defined:A Hackett-Certified Practice is a proven technique that delivers measurable value • Aligns with strategy • Reduces costs • Improves productivity • Promotes timely execution • Enables better decision making • Leverages existing and exploits emerging technologies • Ensures acceptable levels of control and risk management • Optimizes skills/capabilities of the organization • Promotes collaboration across the extended enterprise Hackett’s Best Practices are certified when there is a correlation with world-class performance metrics
Best Practice Scorecard Strong Usage No Usage Applicable Yes Adoption of the best practice is in line with current/future business needs No Best practice does not fit the current business needs Coverage HighWidespread impact on the enterprise and/or significant value-add MediumImpacts multiple areas, value-add is significant but less relative to processes ranked as High Low Impacts a single area of has limited span of adoption throughout the enterprise Comments Statements pertaining to the technology enablement, policy enactment and other challenges and/or prerequisites associated with improving the utilization of the Best Practice
Career PlanningProcess Definition • Development of a program that provides and monitors advancement opportunities enabling employees to grow in ways which are aligned with company goals and personally meaningful • Development of mentoring programs which are effectively utilized across the whole organization
Career Planning Best Practices • Career planning is performed at all levels of the organization, resulting in career plans for all employees • Individual development plans are clearly and strategically aligned with corporate mission, goals and objectives • Key people skills that contribute to obtaining and sustaining a leadership position for the company have been identified and are reassessed annually • Clear career progression/career paths are defined • Specific training and development needs are defined and tied directly to current positions and career paths • Employees have direct access to training/qualification requirements for specific career paths/positions • Employees have easily accessible means to assess themselves against a detailed competency model, create individualized development plan, and access learning resources to bridge assessed gaps • Specific incentive and development plans are defined for key employees and individuals identified as “high potential”
Career Planning Best Practices • Potential successors are identified and tracked for all key positions • Potential successors have job and training goals aligned with the positions they are targeted for • HR facilitates Job rotation process as part of individual key development plans • Self-managed mentoring programs are available to all employees • Career planning and succession planning are tightly integrated
Performance ManagementProcess Definition • The development of an organization's structure and management practices to enable achievement of the company's strategies and goals. • Identification of development efforts needed to support changes in organization structure; e.g., "We think the future of the organization looks like this", ensuring the right people are in the right place at the right time. • Assisting senior management in determining optimal structures to support ongoing business needs and strategies
Performance Management Best Practices • Employee development and training needs evaluation is performed at least annually as part of the performance appraisal process. • Learning goals are incorporated into employee performance management programs and financial incentives. • Managers/supervisors are prompted via workflow to begin the performance appraisal process. • Online, secure, role-based access developed for viewing current and historical appraisal data by the employee and their management chain. • Organization objectives are cascaded down through the organization to business unit, team, and individual goals. • Performance objectives are based upon organizational role. • Employee goals and objectives are set annually at the beginning of the performance management process. • Managers discuss each employee's performance with them a minimum of two times per year.
Performance Management Best Practices • Online capability established for appropriate resources to update and adjust job performance evaluations based on changing job standards and requirements. • When employees transfer or have a new manager during an evaluation period, the evaluation is co-determined by both managers when possible. • Employees receive a final performance review with a score at the end of the review period. • Performance management reviews are reviewed and approved by the 2nd line manager prior to review with the employee. • Senior managers have access to reports summarizing the results of the performance management process. • Performance evaluation results are reviewed at senior levels to ensure consistency and normal distributions of low to high performers. • Executive coaching and needs assessment programs are being utilized in line with organizational strategies.
Performance Management Best Practices • 360 Degree feedback programs are being used on a regular basis • 360 Degree feedback programs share components with the performance management process. • Individuals providing 360 Degree feedback are selected by the employee and supervisor. • Performance improvement plans are developed utilizing information from both the performance management and 360 Degree feedback programs.