Last time I wrote generally about
performance excellence in corporate world. This one is generally
about the applicability of that knowledge by presenting some examples in context of the
unique knowledge sourced from the analysis and employee development.
In the next text, I'll discuss the potential benefits of such
analysis in recruitment practice as it is not only the results, but
also the methodological approach that can be utilized.
Unique knowledge
By obtaining vast amount knowledge of
the demands required to excel in a specific position in your company,
you'll improve and create a more rounded and holistic view overall.
You already know that to excel, lets say, as a financial consultant
it takes certain skills and abilities to do well, but still when you
compare two consultants with exact same skillset – one outperforms
the other.
Now that this is all hypothetical, it
may be that is due to the attentional capacity and focus or that the
other copes better with the given situation. It can be something
else, but these determinants of excellence are undetectable from a
resume. They can be detected by asking right questions and analyzing
was said.
Bearing in mind that these
characteristics and determinants vary depending on the position. You
will gain a thorough understanding of the positional demands in your
company – not only knowing the hard skills needed to succeed, but
also so the softer attributes required to excel. In other words,
you'll create an understanding of what makes your company and where
to go next.
Employee development and engagement
With the fundamental knowledge you can
then lead your company to achieve excellence by developing your
employees as a team or individual and reorganizing the company where
deemed appropriate. With the knowledge you have, you can profile your
employees and thereby take the correct actions to achieve results.
You can develop your employees as a
team and as individual by creating training programmes for them to
achieve mutually agreed goals. The individual may sound as taxing and
consuming task, but it has the greatest potential. Because when you
treat people as a individual (assuming that you mean it really),
people feel special and wanted. That positive feeling can lead to
determination, passion, commitment and engagement, which are all
positively associated with the level of performance. When you add
that input to the training program's potential benefits, the results
may be overwhelming.
The reorganization refers to the
position specific analysis and the profile of an individual employee.
Often a certain set of hard skills can be fit for various jobs within
the company so that they could work in many positions with an
induction. Now, let's pick an average sales person and study her/his
profile and we find that his is a perfect match to those deemed most
successful in, for example, advisory services.
You can now weigh your options. You can
develop the person to improve their sales performance or reorganize,
if possible. At least the conversation would be positive and easy as
you'd told them how good they could be in the exemplary advisory
role. There is great chance for discovering potential with the side
bonus of more committed and engaged employee as, once again, the
manager showed their interest in them on a highly individual level.
