1. Create and communicate to stakeholders a solid strategy for developing and documenting the key accountabilities of each job, including measures of success.
2. Empower managers and high-performing incumbents to identify the key accountabilities. Use the key accountabilities as the reference point for stakeholders to identify the most important competencies required in the job (online job profiling tools allow stakeholders to identify the key competencies in a manner of minutes).
3. Implement job-talent assessment tools that identify gaps in competencies.
4. Implement work processes that assess applicants early in the hiring process to reveal "best fit" candidates quickly and to expedite the recruitment of high potential candidates.
5. For the most popular competencies—those found across jobs throughout the organization such as a set of management or leadership competencies—develop internally delivered training programs (purchase off-the-shelf programs where possible) or contract with training/consulting firms to deliver the program on a regular basis at your locations.
6. For unique or not-so-popular competencies, provide guidance to department managers on the most cost-effective training and development alternatives. Many times, competency development requires nothing more than correctly identifying the competency, correctly assessing the level of the competency within the organization, and providing some basic strategies for developing skills in the competency.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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