HCM and Employment Assessments: The Bottomline Part I of III

Implementing a successful HCM system involves quite a robust, and an in-depth analysis of organization-wide requirements. But that is just the beginning.

For an HCM system to successfully integrate employee assessments for workforce development means constant follow through on organizational needs – and since needs keep changing according to business dynamics, the whole process calls for a step-by-step process that could act as a guideline to align human capital development to organizational requirements.

In this first of 3 exclusive parts of The Bottom Line, I will mention a few steps that I have found to provide a solid basis for aligning performance management systems with organizational development needs that can act as a layer through which sub-layers can be structured and implemented upon:

Step 1

Share Best Practices – The need to improve communication throughout the organization cannot be more dire. As part of organizational alignment, companies need to make sure that a transparent, efficient, and specific communication model is in place. This nurtures sharing of information. Information is critical – and sharing best practices form the core of this critical-to-success information factor.

Step 2

Increment increase in objectivity – Fact of the matter is: processes are only as good as the intelligent capital behind them. Even the world’s greatest of systems keep adapting to factoral changes. That is key! To adapt and move on as quickly as possible. And in order to be able to adapt to on-going changes, the process needs to have an objective that can afford to increase in value by an incremental system of increase in accountability.

Step 3

Data Mining – Focus on analyzing and measuring data information organization-wide to make better talent and business decisions. Analytic gives you the power to guide the whole process toward organizational success. One of the most suitable definitions of Analytics is

This definition makes even more sense when you think about OrganizationaDNA [HireLabs OrgDNA structure].  Human Resource experts need to focus more on the Quality of data rather than Quantity.  This method is practical as it provides for tremendous opportunities to measure performances based on empirical data that has been proven to have worked over time.

The ability of any organization to have dynamic systems that can quickly, efficiently, and practically align to specific organizational needs as and when they arise could ultimately become a key factor in how successful those individual organizations have been in implementing a holistic HCM system.

In the next 2 remaining parts of The Bottom Line, I will discuss further steps that can act as foundations upon which any number of organizational meta-programs can thrive.