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Project Summary
Career and Succession Development Program
SITUATION
A company was having problems competing with larger competitors for new talent and with retention of their current employees. Feedback from recruits and staff expressed concern about the organization's commitment to the career and professional development of their people. The company wanted to address this concern and felt something had to be done and done quickly.
APPROACH
We reviewed the company's Strategic Business Plan, identified the organization's core competencies, and then working with the seven different business units, identified the key roles and related performance competencies across all service-lines and industry segments. The project also included the following functional units: Learning and Professional Development, Human Resources, and Knowledge Management. The Competency-Based Career and Succession Development Program integrated Recruitment & Selection, Career Planning & Guidance, Staffing & Assignments, Education & Training, Performance Appraisal & Feedback, and Recognition & Promotion.
RESULT
The Program was designed and developed within 9 months and implemented across all business units and corporate divisions in the following 12 months. It reduced the number of different human resource measurement systems used across the enterprise, it improved retention as professional staff now saw a documented and customizable career path, it increased recruit acceptance of job offers, and it improved employee morale.
Additional Descriptions Under Development
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