"Nothing in the world can take the place of persistence. Talent will not; nothing is more common than unsuccessful men/women with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Persistence and determination alone are omnipotent." ~ Calvin Coolidge
Our company is in the business of attracting... retaining... training... and building leadership teams with a single focus: Build a GREAT organization! THINK: Yes or No?
Company Culture... Employee Compensation/Motivation... Employee Performance Review... Hiring/Recruiting... Leadership... Management... Outsourcing... Policy/Procedures... Termination/Layoffs/Firing... Training/Development...
Ultimately, your business has but ONE strategy: Build great PEOPLE who will go on to build a great BUSINESS. Anything less is short sighted, self-limiting and self-defeating.
Once you have created a Mission worth pursuing and developed a killer product... menu... breakfast combo... coffee drink... web site... delivery logistics system... legal service... (WHATEVER)... you must take the NEXT step and build an entire team of people to unleash it to the world.
A huge key to long term success is in maximizing the effectiveness of your people (human capital) by creating a management structure that optimizes the value of your labor force, leadership team and other resources. At the highest level, it is all about building a strong team, led by capable leaders. It is about quickly moving people up the ladder from labor to manager to leader.
It is about employing the highest and best use of every person on your payroll... and if they don't fit, quickly terminating the underachievers. At the most granular level, it is about an almost infinite array of details: policies and procedures... compensation packages... legal compliance... hiring, training and terminations... wage and hour record keeping... job descriptions... measuring employee effectiveness, etc.
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"Somehow I can't believe that there are any heights that can't be scaled by a man/woman who knows the secrets of making dreams come true. This special secret, it seems to me, can be summarized in four C s. They are curiosity, confidence, courage, and constancy, and the greatest of all is confidence. When you believe in a thing, believe in it all the way, implicitly and unquestionable." ~ Walt Disney
While there is a tremendous difference between leadership and management — leaders lead people... management manages things — the development of BOTH strong leaders and strong managers is essential to winning the game of business. Without strong leadership, you run in circles with little forward direction — because your leaders lack clarity of VALUES, VISION and CONVICTION. Without strong management, the details quite literally eat you alive — because you are always playing catch up, you burn out fast... with few results and little progress for all the effort expended.
Think about all the activities surrounding this function: Workforce planning... Employee development... Recruiting... On boarding... Rewards/Compensation... Labor laws/relations... Safety training/posters... Osha/Hippa/FMLA compliance... 360 Degree Performance Appraisals... Leadership training... Conflict resolution... Interviewing... Background checks... Mentoring... Terminations/Exit Processes... Evolving job descriptions... Maintaining policy and procedure manuals... Communicating results up and down the chain of command... everything that turns ordinary people into extraordinary team members.
Clearly, unleashing the talent inherent within every person in your organization... giving your company the ability to consistently produce results beyond expectations... is what the Talent Management function is really about.
Excellence At This Function Means You Can Say...
This Golden Function is composed of the following sub-functions and actions — things which must be done to guarantee your success.
See a weak spot or area of interest? Click on the action link to dive in and learn more. There's wealth of information behind each click!
|1.||TTCCBE||Articulate company ethics. Communicate to the entire company. Integrate into all company procedures and promotional materials.|
|2.||TTCCCP||Establish codes of practice for our company. Communicate to the entire company. Write into each employee handbook and position/function manual.|
|3.||TTCCLO||Discover practices/procedures/training/technology and skills that teach our company how to learn and improve from each day's business.|
|4.||TTCCTI||Establish/train/improve a culture of trust and integrity between all company employees and between our company and everyone else.|
|5.||TTCCTS||Schedule events/programs/trainings/rewards that improve company/team spirit.|
|1.||TTCMBS||Review compensation package including benefits to ensure they are competitive with local and industry standards and expectations.|
|2.||TTCMCB||Anticipate and prepare for collective bargaining negotiations.|
|3.||TTCMCS||Review salaries/wages to ensure they are competitive with local and industry standards and expectations.|
|4.||TTCMFB||Establish, review and improve flexible benefit plans for all employees.|
|5.||TTCMFS||Establish and review a flexible spending account for employees.|
|6.||TTCMHI||Review, compare and improve our company's health insurance policy and benefit package.|
|7.||TTCMME||Have motivation of employees a prime responsibility of all management personnel and increase training on how to do so.|
|8.||TTCMPB||Review company offer, policy and procedures for portability of benefits.|
|9.||TTCMPP||Review and improve company pension plan.|
|10.||TTCMRA||Discover what awards/bonus/acknowledgements motivate each employee and insert rewards as often as possible.|
|11.||TTCMRP||Create, review and improve employee retention program.|
|12.||TTCMSO||Create, promote and maintain an employee stock ownership program.|
|13.||TTCMWP||Review and improve company wellness program.|
Employee Performance Review
|1.||TTPRAE||Research and select method(s) for assessing/evaluating employee performance to be used at next employee review period.|
|2.||TTPRER||Establish/improve periodical employee reviews for the benefit of both company and employee.|
|3.||TTPRPI||Identify key performance indicators for each position and incorporate into it new employee interviews and current employment assessments.|
|4.||TTPRPR||Research and select method(s) for assessing/evaluating team performance and apply it to all current teams.|
|1.||TTHFEA||Interview/review employment agencies to contract the best service, matching our company's needs.|
|2.||TTHFEC||Review and update all employment contracts.|
|3.||TTHFEI||Always be interviewing new talent. Initiating interest in employees moving up in the company.|
|4.||TTHFES||Improve and streamline the employee screening process to improve accuracy and effectiveness of acquiring the best people for each position.|
|5.||TTHFHA||Solicit professional recruiting agencies to determine if they can assist in locating key employees.|
|6.||TTHFJD||Write or review job descriptions for each employee/position to confirm it is consistent, complete and accurate.|
|7.||TTHFMC||Create philosophy and process for all team members to be constantly recruiting new talent.|
|8.||TTHFPE||Initiate/review our company's policy for probationary employment periods for all new hires.|
|9.||TTHFRH||Improving the hiring/recruiting process will improve the quality of prospects and securing key personnel.|
|10.||TTHFTA||Survey temporary employment agencies to determine how they can best assist our company.|
|1.||TTLPLD||Establish, review, improve our company's leadership development programs to improve leadership qualities for all employees.|
|2.||TTLPXR||Identify key executive positions to be filled, have an explicit job description, with the company expectation, compensation, and interview candidates.|
|1.||TTMGDG||Train all employees in the best methods of how to delegate to others and how to accept a delegated assignment.|
|2.||TTMGMC||Hire a coach, mentor, expert, consultant, that will help in performing this function.|
|3.||TTMGMD||Formalize a manager development program for all existing and aspiring managers within the company.|
|4.||TTMGMO||Study different management styles and purposes. Select and implement the best style for each function.|
|5.||TTMGMP||Study and experiment with new/different/improved management philosophies.|
|6.||TTMGMR||Identify key management positions to be filled, have explicit job descriptions, company expectation, compensation, and then interview candidates.|
|7.||TTMGTM||Develop and update Talent Management manual for all talent management responsibilities, activities and operations.|
|1.||TTOSCS||Hire a consultant to gain expert experience instead of learning or performing the work in-house.|
|2.||TTOSIC||Hire independent contractors to gain expertise and assistance that our company can not currently provide.|
|3.||TTOSJV||Create a joint-venture with a company that can perform business functions we need.|
|4.||TTOSOO||Outsource work to another person, company, organization, supplier, partner.|
|5.||TTOSSC||Hire a subcontractor.|
|6.||TTOSSP||Contract with professional service provider to perform work beyond current scope of company potential.|
|7.||TTOSVS||Recruit volunteers to do work.|
|1.||TTPPAA||Establish clear guidelines for anti-discriminating and train all employees in affirmative action regulations and company culture.|
|2.||TTPPDA||Establish a standard procedure for registering complaints and resolving disputes within the company.|
|3.||TTPPEH||Write/review employee handbooks.|
|4.||TTPPEP||Determine and integrate employee privacy policies.|
|5.||TTPPLL||Review all applicable federal, state and local labor laws to ensure company's compliance.|
|6.||TTPPLU||Review all applicable federal, state and local laws as they apply to labor unions to ensure company's compliance.|
|7.||TTPPPH||Write/review company policy handbook for legal compliance, accuracy, being current and complete.|
|1.||TTTFFE||Review and standardize conditions and procedures for firing an employee to be consistent and reduce chance of claims against our company.|
|2.||TTTFLD||Establish protocol for layoffs/downsizing practices.|
|3.||TTTFSP||Establish standards for severance pay packages.|
|4.||TTTFXI||Implement an exit interview with each departing employee.|
|1.||TTTDAP||Create/review apprenticeship positions and programs.|
|2.||TTTDBE||Present general business education program. Train employees in basic principles of business and how their performance affects the bottom line.|
|3.||TTTDBT||Create/support/require technical, occupational and computer training to improve all employees level of expertise.|
|4.||TTTDCD||Establish, review, improve company commitment and assistance to all employee career planning and development programs.|
|5.||TTTDCM||Establish/review a program where employees mentor/coach other employees in both personal and technical skills.|
|6.||TTTDCS||Create/review programs for employees designed to improve communication skills.|
|7.||TTTDCT||Cross train all employees in related positions to their primary one.|
|8.||TTTDGT||Schedule events/programs/trainings that improve group/team skills.|
|9.||TTTDIP||Create/review apprenticeship positions and programs.|
|10.||TTTDIS||Schedule events/programs/trainings that improve interpersonal skills.|
|11.||TTTDMB||Investigate/implement Myers-Briggs or other personality type evaluations to assist in making all employees more productive.|
|12.||TTTDMT||Standardize conditions and expectations for promoting employees.|
|13.||TTTDPD||Integrate personal development programs into every level of employment.|
|14.||TTTDPS||Make personal counseling services available to all employees.|
|15.||TTTDPT||Schedule frequent training sessions to teach personal productivity to all employees.|
|16.||TTTDRJ||Review and survey all employees to determine if they are in the right job for who they are, their strengths/weakness, skills and personality.|
|17.||TTTDSM||Teach employee awareness of stress, both personal and work related and teach methods for reducing stress.|
|18.||TTTDSW||Select an employee strength/weakness evaluation and commit to implementing the proper management of the insights discovered.|
|19.||TTTDWF||Schedule events/programs/trainings that promote the benefit of a multi-cultural work force.|