Workforce Planning Portal
STEP FOUR: IMPLEMENTATION
Implementing WFP Solutions – HR Topics
Download the full Gap-Closing Tool Kit (PDF 1.24MB)
Tool Kit: Identifying a Competency Model for the Jobs in your Organization (Microsoft Word form)
Tool Kit: Competency-Based Recruitment Strategies (Microsoft Word form)
The first step in the process of matching job descriptions and applicant specifications with people. The process of surveying all sources of personnel, inside and outside the organization, to locate and attract the best possible candidates for new or vacated positions.
Tool Kit: Competency-Based Employee Selection (Microsoft Word form)
The process of matching people and jobs. The decision-making process in hiring – it typically involves multiple interviews and interviewer ratings, and it may make use of performance tests and assessment centers.
Tool Kit: Competency-Based Retention Strategies (Microsoft Word form)
The process of keeping employees within the organization by taking steps to help prevent unwanted turnover.
Tool Kit: Competency-Based Performance Management (Microsoft Word form)
Daily, year-round, continuing appraisal, coaching and feedback that involves helping employees understand the nature and quality of their performance, identify what they need to do to improve, and motivate them to do it. Performance management employs strategies designed to foster employee personal responsibility, self-discipline and individual decision making, rather than traditional punishment, to maintain employee self-esteem and encourage loyalty and commitment.
Tool Kit: Competency-Based Professional Development (Microsoft Word form)
A continuing and deliberate organization-sponsored process aimed at assisting, encouraging and enabling professionals as individuals to improve their performance and potential – developing their knowledge, skills, abilities and values.
Tool Kit: Competency-Based Succession Planning (Microsoft Word form)
The process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. Succession planning is used to anticipate the future needs of the organization and assist in finding, assessing and developing the human capital necessary to the strategy of the organization.
> STEP FIVE: EVALUATION