HCM and Employment Assessments: The Bottomline Part II of III

Steps to HCM success through Employee Assessments

In the first part of this exclusive 3 part series on aligning performance management systems with organizational development needs, we discussed how sharing best practices, accountability in objectives, and data mining can increase the success co-relation between employee assessments and HCM implementation.

In this second of 3 exclusive parts, I will touch upon the importance of –

Compliance in HCM implementation

Employee Engagement

Strengthen Management Skills

Step 4

Compliance Compliance in HCM implementation: COBRA? EEO? FLSA? FMLA? HIPAA? Sarbanes-Oxley? The human resources department is responsible for the most important asset of the organizational – No! I’m not talking about cash –  It’s a PEOPLE business! And the people business is complex. Why? Simply because of the fact that human beings come in individual ‘packs’. No 2 of us are the same. We are a complex species. Sigmund Freud must have had the nerves of steel to bear all those experiments to get to the bottom of what people feel and how they react to those feelings given certain environments. Even more the reason to make sure that your company’s compliance must be a top priority. Record keeping. accurate reporting, knowledgeable leaders, and the timely dispatch of information system-wide will ensure a strong performance management system that keeps in line with critical regulatory requirements and mitigate costly legal proceedings.

Step 5

Employee Engagement: Energized people get more done – period! That means getting them engaged to levels where they are willing themselves to commit to organizational positioning than to force them into it. The only way possible, it seems, is to have an organizational model of excellence in human performance. And this is where a company’s HCM practices come into play. An HCM framework that can flawlessly integrate employee development to provide realtime candidate behavior levels and variances on established benchmarks can go a long way in minizing disengaged employees, increase employee commitment, and eventually provide a roadmap to your company’s future HR leaders in strategc decisions.

Step 6

Strengthen management skills: The HCM system should support key management decisions. The management should be able to expect, receive, retain, and extract information – and then follow through with critical feedback that is objective in scope, yet dynamic in structure. This enables transparent integration of employee assessment needs, enhances needs building capacities, and strengthens managerial abilities to analyse performances. Such would be the power of a simple, yet comprehensive HCM system.

In the final part of The Bottom Line, I will discuss key strategic concepts that has the potential to increase the scope of your company’s existing HCM models.