How to Keep Your Human Capital Continuous Improvement Process© Continuous
Now that your performance review process is over, and the forms are all filed away, the important part of the job awaits! Reviews should not be done for the sake of reviews and end up in the HR department. The review process should be the first step in the many steps of the ongoing employee development process.
So, What Comes Next?
In a robust human capital continuous improvement process, it’s time to make sure that employee performance and capacity stays aligned with:
- Strategic goals and initiatives of the organization
- Skills and knowledge needed to stay relevant with the evolving business skills and tools for today and tomorrow
1. Create Individual Employee Development Plans
It’s time to data-mine the rich information in the Performance Reviews and identify the gaps in knowledge, skills and tools. From that information, create an on-going monthly / quarterly development plan for each employee. In today’s changing world, skills are eroding faster than before and new knowledge and skills are required to help employees stay current and relevant to the job demands and optimize the many business tools available. Development plans are the mechanism to ensure that employee skills and knowledge stay aligned with organizational goals.
Here are some skills to evaluate:
- Technical Knowledge and Skills
- Business Tools Knowledge and Skills
- Professional Skills (communication, critical thinking, effective presentations, etc.)
- Leadership Skills (at all levels)
- Customer Experience / Culture Skills