workforce planning

You may  have the sense of hearing of 'HR' also known as Human Resources or if you are in a mostly supportive organisation it may be called 'Human Remains'. This department is involved in supporting managers to help get the most out of their people. 

A High Performance Workforce - Key Principle

Building a High Performance Workforce

To build a high performance workforce - organizations require to think beyond the typical performance management system. A high performance culture is much more than filling in evaluation forms and following a performance management process. It is not a quick fix and it requires commitment to creating a sustainable approach to performance improvement. It is a culture that goes beyond short term metrics and one that must include a range of organizational, managerial and employee principles.

1. Organizational Principles:

1a. The Performance Management Approach. Be clear on the expected principles of performance. This ensures that all employees understand what is expected of them in their role and how their role contributes to the success of the organization. Any system for provided that feedback should allow for numerous sources of feedback - not just the direct line manager.

1b. A High Performance Culture. Ensure there is a regular and open communication of business performance data. Managers and leaders should make a clear dissimilarity between employees making good and poor contributions. They should give confidence employees to take suitable risks and remove the fear of breakdown.

2. Managerial Principles:

2a. Communication with employees. Managers should set plain and consistent expectations and try not to constantly change plans and priorities. Using a coaching style of management helps your people find solutions to business problems. Managers should provide the resources needed by their people to allow them to be successful.

2b. Official Assessment. The emphasis should be on the positive aspects of performance. Performance weaknesses should only be talk about when the manager has also thought of specific suggestions for improving performance. Formal reviews should also include a discussion and agreed actions involving to your employees' medium- to long-term career ambitions.

2c. Informal Comment. Informal comment should be make available on a regular basis. The most powerful driver of high performance is comment which is specific, timely, perfect and balanced and comes from a knowledgeable source.

3. Employee Principles:

3a. Day to day work. Take some time to offer the big picture for your people. Help them understand how their roles and current assignments contribute to organizational success. People who understand and enjoy their work deliver greater contributions - so take time to carefully match people to their roles.

3b. Opportunities. Understand your people's force and then look to provide them with opportunities to utilize those strengths. Timely training and on-the-job coaching provides the most effective learning. Any learning and development provided should be related to people's assignments and their role.