HCM and Employment Assessments: The Bottomline Part III of III

Steps to HCM success through Employee Assessments

In the first and second 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, compliance, employee engagement, and management skills can increase the success co-relation between employee assessments and HCM implementation.

In the final part of The Bottom Line, I will discuss key strategic concepts that has the potential to help lay down the principles that could increase the scope of your company’s existing HCM models to integrate seamlessly with employee assessments.

The following final critical factors will be put forth:

Leverage time lines

Feedback

The Bottom Line

Step 7

Leverage time lines:  One of the key principles of any resource planning system is to make efficient use of resources invested. In that context, too much time spent on implementation and troubleshooting takes away an organization’s ability to concentrate on what really matters to the business – key departments and their heads should only be focused toward revenue generation through value propositions for customers. For an HCM model to be successful in integrating employee assessments into the process will almost definitely save on valuable time which lets clients get back to investing time into their business, and not their HCM implementation projects. This could further on help save clients enormous amounts of money – to achieve reduced costs without comprising on quality.

Step 8

Feedback: Working and help your clients set and meet quality objectives, with a transparent communications process providing regular feedback. On-time feedback should form one of the critical factors of HCM implementations. This can help reduce stress, firefighting, and reduce last minute verification of data. A total peae of mind is what the HCM – Assessment model should aim for – and Provide!

Step 9

The Bottom Line: From integrated business processes to expert available knowledge pool in the market, an HCM implementation must aim to secure strategic positioning by integrating employee assessments to deliver on-time and on-demand workforce requirements. Once that happens, the overall business benefits will be obvious. Catering to overall strategic business challenges, the HCM model, alongwith employee assessment systems will help improve the bottom line through efficient management of productive employees, increased workforce utilization & mix, improved talent supply chain management, dynamic adaptation to business challenges, and improved collaboration between all key stakeholders.