Job Analysis & Competency Mapping Training Score Card Corporate Transformation Programs

(CTP) Performance Management tools Standard Operating Procedures

(SOPs) / Protocols Career Development / Succession

planning Employee Satisfaction Survey HR Manuals

Clarity on objectives /purpose Must be consultative i.e. line

managers’ involvement If highly unionized then a consultant is

recommended A fairly time consuming and & tedious

process A comprehensive JD as a by-product The round holes and square pegs

phenomena

Develop an organizational training score card

Score card should consider the following parameters;

(i) Training Plan i.e. training hours(ii) Training Needs Analysis (TNA)(iii) Trickle down effect

Avoid knee jerk training Must dove-tail with performance

management

Recommended to begin with an audit Buy-in from the top down Mostly initiated from the top Mostly initiated by a new comer Is generally a medium to long term

process Must start with a bang Success rate increases if external

facilitator is involved(followed by hand holding phase)

Unlikely to have a definite end plan

Types of performance management Must be tailor made for your

organization Make it simple i.e. frequency &

calculation of scores Make it interactive Performance linked to wage increment

“Human resource Human resource management is way too management is way too

important to be left for the important to be left for the human resource human resource

department on it’s own”department on it’s own”

QUESTIONSQUESTIONS