Dear Workforce:

What are the steps to developing a competency framework for human resources?

—Building a Foundation for Recruiting, HR consultant, financial services, Lagos, Nigeria

Dear Not Negotiable:

Dear Building:

Developing an HR competency framework—often called a competency model—should be done thoughtfully, but the process needn't be complicated. In fact, helping leaders build a basic competency framework as a foundation for selecting talent, developing leaders and reinforcing a successful culture ought to be in the tool kit of every HR professional.

For example, when you ask a hiring manager which characteristics future candidates should possess, you are talking about competencies. Let's start with a basic definition: Competencies include the skills, knowledge and attributes essential for success. ...Read More...

Tags: Dear Workforce — Competency Models — Culture

Dear Workforce:

We want to move from a paternalistic culture toward a more performance-oriented one. Over the years we have laid the groundwork for forced ranking in our performance management system. How do we now launch it successfully?

--Stymied human resources director, finance, Ratmalana, Sri Lanka

Dear Stymied:

Changing a paternalistic culture to one that values and rewards performance can be challenging, but you can do it if you put the basics in place. Focus on expectations, feedback and rewards.
...Read More...

Tags: Dear Workforce — Culture — Performance Reviews — Performance

Dear Workforce:

How do we ramp up a major recruiting drive without antagonizing existing employees? We want to prepare employees for this influx of new staff, but we aren't sure how to manage the cultural change that is sure to take place in the workforce.

-- Culture Clash, principal human resources officer, publishing/communication/ advertising, Harare, Zimbabwe

Dear Culture Clash:

The change you are facing--workforce expansion--may sound like all good news to employees whose companies are facing layoffs and downsizing. However, growth does bring its own concerns for employees who must deal with the pressures of expansion.

More people coming into an existing workspace can create crowding. The conference room that was once a great place for impromptu meetings is now the office of a new employee. Relocating to larger quarters can be a hassle for employees who must pack up and reorganize their workspaces. Requests for computers can lag behind the hiring process and create frustrations for the information technology department forced to install equipment under pressure.

On top of all that, supervisors can be tied up in interviews, so current employees wait longer to get their questions answered. Job opportunities and promotions desired by your current employees may have been offered to new hires, creating jealousy and resentment. Current employees sometimes find themselves in the uncomfortable role of teaching new hires how to do the jobs they applied for themselves.

To address workforce expansion effectively, develop a plan for growth that takes into account the concerns your employees are likely to experience. Communicate about the expansion in positive terms, but be frank about the possible downsides. Let employees know you are aware that growth can also bring growing pains.

Think through your selection process, and consider some of the following strategies:
...Read More...

Tags: Dear Workforce — Culture — Recruiting — Employee Retention