發(fā)展以提高績效：掌握發(fā)展至績效過程的五個步驟+Getting+the+Basics+Right：Develop+to+Perform

Perform

Guide

Developto

GettingtheBasicsRight

>

Introduction

Accordingtothe“2019DeloitteGlobalHumanCapitalTrendsReport,”the

“inabilitytolearnandgrow”isthenumberonereasonpeopleleavetheirjobs.1Inresponse,companieswanttoidentifyskillsgapstodevelopandengagetheirtoptalent.Infact,“the#1actioncompaniesaretakingtoprepareforthefutureisidentifyingthegapbetweencurrentskillsandfutureskillsrequired.”2

Toremaincompetitive,itiscrucialfororganizationstolookbeyondthe

traditionalcultureofgoalandperformancemanagement.Companiesmustlookathowtopersonalizeprofessionaldevelopmenttoimproveretention,reduceturnover,andaccelerateorganizationalperformance.

Notonlydoyouneedtohelpdevelopyourtalent,butyoumustalsoaligntheirgrowthplanswithyourcompany’sstrategicgoalsandobjectivestoachieve

businessoutcomes.Itcanbeatallorderso,what’sthebestwaytodothis?Howcanyouidentifyskillsgaps,developpersonalizedprogramstonurturetalent,

ensurealignmentwithyourcompany’sstrategicobjectives,andmonitorandtrackprogressovertime?

Mostcompaniesrelyonahostoftechnologysolutionstoaggregatetalent

datathatmonitorsresultsagainstgoals,makingitchallengingtoengagewith

Hireto

Planto

Rewardto

Developto

Retain

Hire

Pay

Perform

Technology

Foundation

employeesinameaningfulway.

DeveloptoPerform|2

ANewWayofDevelopingHighPerformance

Whatifyouhadthevisibilityintoyourworkers’skills,talents,andcareer

interests,andcouldleveragethatinformationtoengagethemintheir

professionalgrowthanddevelopment?Employeeswhoaremoreengagedcan

helptheorganizationachieveitsgoalsandstrategicbusinessinitiatives.Thisis

whyorganizationsarelookingforinnovativewaystocompensateworkersas

wellasbettermanagegoalsandperformance,trackanddevelopskills,promote

learning,andbetterpreparefuturesuccessorswithintheorganization.An

engagingdevelop-to-performprocesscanprovideinsightsandtheflexibilityto

prepareforthefutureandadapttonewstrategicbusinessinitiatives.

Byproactivelydevelopingyourinternalworkforce,youwillnotonlyhelpbuild

asuccessionpipeline,butyoualsofulfillanindividualworker’sneedtofeelthat

theirskills,capabilities,andcontributionsarevaluedaspartoftheorganization.

Adevelop-to-performprocessthatencouragesfeedback,fostersconnections,

enablescontinuousperformanceanddevelopment,andreflectsyourcorporate

culturecanhelpmeetthechangingexpectationsofyourworkforce.This

innovativeapproachcangiveyourorganizationanedgebyoptimizingyour

talentwhilereducingattrition.

Considerthesekeystepswhenassessinghowyourcurrenthumanresources

technologyimpactsyourdevelop-to-performprocess,andultimatelyyour

overallbusinessobjectives.

DeveloptoPerform|3

FiveStepstoMasteringtheDevelop-to-PerformProcess

Steps

HowtoGetItRight

WorkdayCustomerSuccessStories

1.Geta

comprehensiveviewoftalent

Relyonaccurateandcompletetalentdata,includingauniversalskills

ontologyandanunderstandingofyouremployees’careerinterests,

toempoweryourorganizationwithvisibilityintoskillsgapsandan

understandingofwheretorecruitordeveloptalent.Combinethis

comprehensivetalentperspectivewithrecommendedlearning,mentors,

anddevelopmentplanstoengageandprepareyourworkforcetoachievebusinessobjectives.

“We’rebringingallthatbasicemployeeinformation

together—thejob,positionhistory,compensation,talentdevelopment,successionplanning,goalsandobjectives.Wearenowgettingachancetoseethetrue,fullpictureforeachofouremployees.Bydoingthis,we’reabletogainamuchdeeperunderstandingofourtalent,whichisallowingustobecomemoreproactiveinretainingourtopemployees.”3

—CindyQuintana

TalentManagementTechnology&StrategyManager/VPCommerceBank

2.Defineyour

performance

andrecognitionstrategy

Instillingafocusoncontinuousperformanceconversations,whether

throughanytimefeedback,regularcheck-inconversations,orperformancereviews,providestimelyandmeaningfulfeedbacktoemployeesby

recognizingtheircontributionsandreinforcingyourcompanyculture.

Aligningorganizationalgoalsandrecognizingcontributions,while

simultaneouslyfosteringlearningandcareergrowthopportunities,helpspromoteengagementandretention.

“WithWorkday,weprovidethestrategicperspectiveonourpeople,informedthroughdatainsightsandstrategicconversations,enablingthatlinkwithperformance.”

—FayeFrater

SVPHRServicesPlanning&AnalyticsSixContinentsLimited

3.Developa

cultureof

connectionandcontinuous

learning

Creatingcontinuouslearningopportunitiesthroughoutaworker’s

careerjourneyiscriticaltocareerprogressionandretentionwithinyourorganization.

Personalizedlearningpathsandprogramsthatdeepenandexpandaworker’sexpertisecandrivegrowthandengagement.Bypromoting

opportunitiesforcollaborationoncross-functionalteams,internalprojects,gigs,orstretchassignments,yourworkerswillfeelmoreconnected,

experienceahigherlevelofengagement,andgainvaluableknowledgeandskills.

“WorkdayLearninghasveryeffectivelymarriedthe

consumerworldwiththenecessaryandcontemporaryaspectsoflearning,andutilizesourrichdatain

WorkdayHCMtocreateanentirelynewexperiencethatwillhelpourpeopleadvanceandadapttonewroles

andprojects.WithWorkdayLearning,Iamconfidentouremployeeswillbeabletobetterdeveloptheircareers

andgrowwiththecompany.”

—MarkDuplicateNewsome

DirectorofCorporateHumanResourcesMcKeeFoodsCorporation

DeveloptoPerform|4

Steps

HowtoGetItRight

WorkdayCustomerSuccessStories

4.Focusonskills

depthand

development

Encourageskills-baseddecisionsaboutwhethertodevelopinternaltalentorfocusrecruitmenteffortsexternallytosupportamorebusiness-centricapproachtoskillsmanagement.Armedwithtalentanalyticsandskills

insights,organizationscanhighlighttopskillsandperformgapanalysis.

Organizationscanoptimizetheirtalentbyleveragingmachinelearningtoidentifyworkersandrecommendcandidateswhoseskillsarebestsuitedtoastrategicbusinessobjective.

Furthermore,byunderstandingskillsstrengthsandcareerinterests,

organizationscanpromoteacultureofprofessionalgrowthandpersonal

empowermentbyprovidingworkerswithrecommendationstoimprovethedepthoftheirskillsortofillskillsgaps.

“We’retryingtoshiftourlearningculturefromthatof

complianceandwhatIhavetodo,towhatIwantto

doandhowImovemycareerforward.Ouremployeesarealreadyengagedinlearninghowtobeamanager,learninghowtodotheirday-to-dayjob.WhatwewanttodowithWorkdayLearningistotakeouronboardingexperienceawayfrompaperandreallymakeitaboutcultureandexperience.Toexpandtheirlearningto

howdoIbeapartofthiscommunity,howdoIhelpgrowBioclinica?”

—MonaPandeya,DirectorLearning&DevelopmentBioclinica

5.Gaininsights

andinnovationtohelpplanforthefuture

Leveragingnativereportingandanalyticscombinedwithmachinelearning

formore-informedtalentdecisionscanoptimizetalentandimprovecompanyperformance.

Augmentedanalyticsprovidesexecutives,organizationleaders,andHRbusinesspartnerswithaviewintothemostcriticaltrendsintheirworkforce.Deliveringinsightsintohiring,organizationcomposition,diversityandinclusion,talentandperformance,andretentionand

attritiongivesyourorganizationanunderstandingofpotentialdriversofthosetrends.Withthisknowledge,organizationscanbetterinformtalentprogramstoretainandgrowtalent,achieveandmaintainprofitability,

preservecompanyculture,andpredictandplanforthefuture.

“Itwasimportanttoimplementasystemthatletus

confidentlymakecriticaldata-drivendecisionswithreal-timereporting,gainincreasedvisibilityinto

ourworkforceandperformance,andmoveforward

withbettermanagementofcompensationcosts.

Additionally,wewantedHRtobeabletoaddreal

valuetothebusinessratherthanbestuckperformingtime-consumingmanualandoperationaltasks.”4

—PernilleTangRaschkeSVPGlobalHRALK-AbellóAS

DeveloptoPerform|5

Howcanadevelop-to-performprocesssupportagilityinthechangingworldofwork?

WithWorkday,yougainasingletrustedsourceofperformanceandtalent

datathatempowersyourorganizationwithinsightsthatsupportopportunitiesforgrowth—foryouremployeesandyourbusiness.Personalizedemployee

experienceshelppromoteyourcorporatevaluesaswellasyourperformance

anddevelopmentculture.Therighttechnologyprovidestheflexibilitytoengageemployeesandtokeeppacewiththeskillsyourorganizationneedstogrow

andsucceed.

Whenyouputpeopleatthecenterofyourdevelop-to-performprocess,

youenableperformanceratherthanmanageperformance.Managershaveacomprehensiveviewoftheirtalent,andareempoweredtobetteraligntheirteam’scapabilitieswithorganizationalgoalsandtorecognizecontributionsequitably.Theresultisanempoweredworkforcewhereworkersfeelvalued,andareencouragedandenabledtorealizetheirpotentialforprofessional

growth.

Thiscollaborative,communicativeculturecanhelpshiftyourorganizationalfocustoonethatbetteralignstosupportbothaworker’scareerjourneyaswellasstrategicbusinessinitiatives.Technologyenablestheseaspirationsbyproactivelyprovidingapictureoftalentandperformancetohighlightgoals,connections,mentorships,andfutureopportunities.

Asyouplanahead,considerthequestionsposedinthearticle“TheFutureHR:FiveEssentialbutOverlookedQuestions”byJohnBoudreau,5andhowtheycanimpactyourHRorganizationtobemoreagiletosupportgrowthtodayandintothefuture:

?Whatistalentwithinanorganization?

?Isautomationpartofthetalentpool?

?Whatareperformanceandmerit?

?Whatisleadership?

?Whatistheorganization?

Whileyoumaynothaveanswerstoeachofthesequestionsclearlydefinedtoday,

youcanbegintoconfidentlyleadyourorganizationintothefutureandprepare

forwhatevercomesnextbyleveragingatechnologywiththeflexibilitytoadjust

andadapttothechangingworldofwork.Bycreatingopportunitiesforyourpeopleandyourbusinesswithaskills-basedtalentplatformandleveragingautomation

tostreamlinethedevelop-to-performprocess,youwillprovidemorepersonal,

productive,andcuratedcareerexperiencesdrivenbymachinelearning.Whenyou

getthebasicsright,itsetsyourHRorganizationuptoautomate,augment,andcurateopportunity,creatinganenvironmentwhereyouengageyourworkforceandignite

organizationalsuccess.

“ItwillbeHR’sresponsibilitytoprovidethe

leadershipnecessarytoensureworkershave

thenewskillsrequiredforourorganizationto

“

remainagile,efficient,andprepared