通過(guò)評(píng)估重塑和優(yōu)化員工隊(duì)伍

ReshapeandOptimize

YourWorkforce

WithAssessment

Aguidetohiringanddevelopingthetalentyouneedtoreachyourgoals

2ReshapeandOptimizeYourWorkforceWithAssessment

Withtherightassessments,yourorganizationcanoptimizeitspeoplestrategy,hireanddevelopfuture-proofedtalentandshapeadynamic,adaptableandempoweredworkforceofthefuture.

Contents

Introduction

4

AreYouGettingtheRightPeople

IntotheRole–

AndIntotheOrganization?

6

TheBusinessImpactofGettingItRight

8

TheImportanceof‘Fit’

16

FindingtheBalanceBetweentheSkillsofthe

‘HereandNow’andThoseofthe‘Future’

18

AreYouIdentifying

andDevelopingYourTalent–

AndYourFutureLeaders?

20

IdentifyingandDeveloping

theLeadershipPipeline

21

EmpowerCareerMobilityandDevelopment

24

InformUpskillingandReskilling

28

TalentAssessment:

TheNextSteps

30

ReshapeandOptimizeYourWorkforceWithAssessment3

“Assessmentisapowerfultoolforreshapingandoptimizingtheworkforcetowardsamoreagile,responsiveandresilientorganizationthatthrivesinanuncertainfuture.”

JoukovanAggelen,

ChiefPortfolioandInnovationOfficer,Aon’sAssessmentSolutions

4ReshapeandOptimizeYourWorkforceWithAssessment

Introduction

Organizationsaretacklingrapidandexponentialchangeduetotheincreasinglydigital

environmentandtheneedsofbusinesstransformation.

Businessstrategiesarebeingradicallyreshaped,pivotedandadvancedwithmore

urgencythananyonecouldhavepredicted.Whenitcomestoachievingresultsinthe

faceofsuchuncertainty,itistheworkforcethatneedstoputnewstrategiesintoaction.

HRandtalentleadersarefacingnotonlytheneedtoensuretheavailability

ofskillsandbehaviorsintheworkforcenow,theymustalsobalancethiswith

theimperativeforacquiringanddevelopingtheskillsforthefuture.

Whiletalentassessmentisalreadyembeddedwithinmanyleadingfirmstohelp

identifythebestcandidatespre-hireandthosecurrentemployeeslookingfor

theirnextcareermovein-house,assessmentholdsagreateradvantage.Itisa

powerfultoolforreshapingandoptimizingtheworkforcetowardsamoreagile,

responsiveandresilientorganizationthatthrivesinanuncertainfuture.

Thisguideexplorestheimpacttalentassessmentcanmaketo:

?Hiretherightpeopleintoyourorganization–andensuretheywillbewithyouinyearstocome.

?Developyourcurrentworkforceandprepareemployeesforthefuture,empoweringthemtoupskillandreskilltomeetchangingneedsandtoenableinternaltalentmobility.

?Easilyandeffectivelyspotthosewiththepotentialtobecometheleadersofthefuture.

Thefollowingpageswillguideyouthroughthepracticalstepsyoucantake

tousetalentassessmentsinordertoensureyourworkforceisprepared,

resilientandempoweredforwhateverthefuturemightbring.

ReshapeandOptimizeYourWorkforceWithAssessment5

CHAPTER1

AreYouGettingtheRightPeople

IntotheRole–

AndIntotheOrganization?

Therearesixfocuspointsalltalentleadersmustconsiderinordertoensurethattherightpeoplearehiredintotherightroles.

Pre-hireassessmentisthecornerstoneofthesesixareasoffocus.Critically,therightassessmentcanformthebackboneofyourtalentacquisitionstrategyasyoulooktobolstertheworkforcetomeettheincreasinglycomplexchallengesoftheorganizationnowandreshapeittomeettheorganization’sfutureneeds.

Pre-hireassessmentshaveanimportantroletoplayinanytalentattractioncampaign,wellbeforetheselectionprocesskicksin.Pre-hireroleinsights,gamifiedtestsandrealisticjobpreviewshelpconveytheculture,valuesandcommitmenttofairnessanddiversityofthehiringorganization.Assessmentsthatgaugethefitbetweenapplicantsandrolesimprovetalentretention.Performingbusinessimpactstudiesduringtheselectionprocessdesignmakessurethepre-hireassessmentscanpredictjobperformance.

6ReshapeandOptimizeYourWorkforceWithAssessment

TalentLeadersNeedTo:

1

2

3

4

5

6

Reshapeand

optimizetheworkforce

tomeettoday’sbusinessdemandsandthoseofthefuture.

Attract

adiverseapplicantpool

fromwhichtoselectthebestnewtalenttotakeyouforward.

Portrayarealisticviewofthejob

topotentialapplicantsinordertominimizeriskof

talentleavingduetopoorperson/jobfit.

Engagewithcandidates

throughouttheselectionprocesstokeepthemost

promisingtalentexcitedaboutyourfirm.

Identifyapplicants

withtheskills,knowledgeandbehaviorsto

excelinaspecificroleoncehired.

Spot

thepotential

progression.

forfuturedevelopmentand

ReshapeandOptimizeYourWorkforceWithAssessment7

TheBusinessImpactofGettingItRight

Implementingaprovenpre-hireassessmentprocessdeliversareturnonyourinvestmentby:

?Positivelyimpactingproductivity,performanceanddiversity.

?Deliveringresourcesavingsforthefirm.

?Strengtheningengagementwith,andprovidingapositiveexperiencefor,candidatesandinternalstakeholders.

Navigatingrapidmarketandorganizationalchangerequiresyoutosuccessfullyidentify

–anddevelop–thosepeoplecapableofembracingfuturechange.

Whatabouttheskillsandperformanceyouneedtoday?

AssessmenttoPredictPerformance:GettingStarted

Howcanyouknowduringthehiringprocesswhichcandidateshavetheabilitiesandcompetenciestodeliveroptimalresults?Resumes,interviewsandtrackrecordsprovidesome,butnotcomplete,information.Pre-hireassessmentoffersmore.Itgivesyouthedetaileddatatodetermineacandidate’sstrengthandtheirpotential.

Tointroducetherightpre-hireassessmentstoprovidetheinsightyouneed,youmustfirstunderstandexactlywhatisrequiredintheroleandwhat‘great’performancelookslike:

Whatarethekeymetricsthatdefinesuccesswithintheposition?Andwhatisexpectedofjobincumbents?Whataretheskills,behaviorsandcompetenciesassociatedwithsuchsuccess?

Havinganideaofwhatleadstosuccess

isonething;beingabletodemonstratethedirectlinkbetweencompetencies

andperformanceisessential.

8ReshapeandOptimizeYourWorkforceWithAssessment

Thisiswhereassessmentexperts’skillsarecrucial.Aonworkswithclientstomeasure

thestrengthoftheconnectionbetweenaperson’sskill,abilityandbehavioralprofile

andjobsuccessmetrics.Thisprovidesaclearideaofnotonlywhatyouareseeking

fromacandidatetomeetcurrentrequirements,butwhethertheyhavethetraitsto

drivethegrowthoftheorganizationintothefuture.

ProvingtheLinkBetweenAssessmentandPerformance

Afterdeterminingwhatgreatperformancelookslikeandconductingajobanalysisto

identifytheskillsandcompetenciesneededtosucceedintherole,thenextstepisto

workouthowtospotthesequalitiesinapplicants.

Inmanycases,apsychometrictestisusedtomeasure,forexample,numerical

reasoning,theabilitytomulti-taskorthestrengthofhand-eyecoordination(depending

ontherole’srequirements).Otherrequirementsmaybebasedonbehavioralworkstyle

competencies,suchasdecision-makingstyle,agility,cooperativeness,composure,

assertivenessandlearnability.

Mappingassessmentstojobrequirementsstartstoshapetheselectionprocess.It

helpsdiscovercandidatesmostlikelytodeliverthetargetedresultsbasedonotherwise

difficult-to-measurecriteria.

Missingthismappingstepmeansyoucannotknowifassessmentscoresimpact

performancesuccess.Notallassessmentsarerobustenoughtomakethislink.Only

thosethathavebeendevelopedaccordingtomodernprofessionalstandardsand

robustscientificprinciples,aswellasmeetbestpracticeguidelinesforstatistical

reliabilityandvalidity,canprovethislink.

Avalidationstudycanbeperformedbypilotingtheassessmentwithjobincumbents

andanalyzingtheirscoresalongsidetalentandperformancemetrics.Thisbuildsa

crystal-clearpictureofwhatisneededfromcandidatesandiftheassessmentaccurately

measuresthesecompetencies.

ReshapeandOptimizeYourWorkforceWithAssessment9

CHAPTER1

ThisFour-StepMethodBreaksDowntheProcess:

1

2

3

4

Understand

whatgreatlookslikeintherole,

definingthoseskillsandbehaviorsthatsetthebesttalentapart.

Mapassessmentsagainst

theseskillsandbehaviors

andhowcandidateswillbemeasuredagainstthesecriteria.

Carryoutabusinessimpactorvalidationstudy

tounderstandthelinkbetweenassessmentscoresandperformanceandmonitoranyadverseimpactfortalentsubgroups.

Monitorandanalyzeassessments

onanongoingbasistocontinuallyoptimize

andrefinetheprocess.

10ReshapeandOptimizeYourWorkforceWithAssessment

Real-WorldPerformanceandRetentionImpacts

Aonhasworkedwitharangeofclientsacrossdifferentjobroles

toimplementpre-hireassessmentprocessesthataccurately

predictspecificorganizationsuccessandtoidentify:

?Deliverydriverswhohave40%feweraccidents.

?Maintenanceworkerswhoare78%morelikelytoworksafely.

?Salesprofessionalswhodeliver50%moreprofit.

?Managerswhoare180%morelikelytobeatopperformerataglobalfinancialservicescompany.

?Staffwhoare60%morelikelytoberecognizedbycustomersasprovidinggreatserviceataglobalhospitalitycompany.

40%

fewer

drivingaccidents

78%

morelikelyto

worksafely

50%

more

profitgenerated

180%

morelikelytobeatopperformer

60%

morelikelytobe

recognized

asprovidinggreatservice

ReshapeandOptimizeYourWorkforceWithAssessment11

600h

50%

CHAPTER1

ResourceSavingsFromAssessment

Predictingjobperformancecandeliverasignificantreturnoninvestment(ROI).Pre-hireassessmentROIisalsoachievedthroughoptimizingresources.Aon’sclientshaverealizedsignificanttimeandresourcesavings,including:

?Nearly600hoursofinterviewhourssavedacrossagraduatehiringprogrambyswitchingtoAI-supportedinterviews.

?A40%reductionintime-to-hireofsalesassociatesbyintroducingassessmentwithinaretailfirm.

?50%timesavingsinthehiringprocessduetoonlineassessmentforahealthcaretechnologycompany.

40%

ofinterviewtimesaved

acrossagraduatehiring

program

timesavingsinthehiringprocess

reductionintime-to-hire

ofsalesassociates

Well-designed,candidate-centricassessmentsdeliveramorepositiveandengagingcandidateexperience:thinkshort-to-complete,easy-to-understand,job-relevanttestsandquestionnairesandmobile-friendly,well-designedinterfaces.Thinkfastdecision-makingwithtimelyandinsightfulfeedback.

12ReshapeandOptimizeYourWorkforceWithAssessment

“Well-designed,candidate-centricassessmentsdeliveramorepositiveandengagingcandidateexperience.”

ErniePaskey,Partner,ChiefRegionalOfficer-NorthAmerica,Aon’sAssessmentSolutions

ReshapeandOptimizeYourWorkforceWithAssessment13

“DefiningkeyperformanceindicatorstomeasureperformanceallowsHRandtalentleaderstounderstandthebusinessimpactofassessment.”

MinaMorris,

Partner,ChiefCommercialOfficer–NorthAmerica,Aon’sAssessmentSolutions

14ReshapeandOptimizeYourWorkforceWithAssessment

94%

75%

19%

Candidateexperienceisimportant.Ourclientsunderstandthisandknowthevalueof

investinginit.

?94%completionrateofgraduateassessmentforaglobal,fast-movingconsumergoodsfirmthat,afterarevamp,takes75%lesstimetocompletethanitspreviousprocess;93%ofcandidatessayingtheywouldspeakfavorablyabouttheassessment.

?19%increaseincandidatesatisfactionwiththehiringprocess.

?Nearly80%ofhiringmanagersratedtheoverallearlycareerrecruitmentprocessaseffectiveorhighlyeffectiveataglobalassetmanagementfirm.

93%

completionrateofgraduateassessment

lesstimetocompletetheprocess

ratetheassessment

favorably

80%

increaseincandidate

satisfaction

withthehiringprocess

ratedeffective

orhighlyeffective

byhiringmanagers

TheImportanceofData

Measuringthesuccessofrecruitmentprograms,understandingthegaininresource

efficienciesandseeingtheimpactofastrongercandidateexperienceallrequireone

thing:data.

Definingkeyperformanceindicatorstomeasureperformance,beitofanemployeeora

process,allowsHRandtalentleaderstounderstandthebusinessimpactofassessment

andimprovethehiringprocess.

ReshapeandOptimizeYourWorkforceWithAssessment15

TheImportanceof‘Fit’

Itisnotjustwhatanemployeedoesthatmatters,buthowtheydoit.

Skillsandknowledgeforjobperformancearesuccessfactors,buthowapersonbehaveswithinanorganization’scultureisalsoessentialtotheirownandtheorganization’ssuccess.Gettingthefitrightmeansyouwillavoida‘justok’orbadhire.

Theconceptof‘fit’isfundamentalwhenlookingathiringintoanorganization.However,itcanbeeasilyoverlookedorignoredduetotheanticipateddifficultyofmeasuringwhatitmeansto‘fit’.

Pre-hireassessmentscangaugethisfitbetweencandidate,theroleandtheorganization.

IdentifyingaStrongFit

Specificpre-hireassessments,suchasSituationalJudgmentQuestionnairescustom-builtfortheorganizationincludecompany-androle-specificscenariosandchallenges.

Candidatesgetaninsightintowhatworkingintheroleislikeandthehiringfirmcanscorecandidatesagainstthefirm’sexpectations.Suchtoolsspotthosewithastrongfit,bothwithintheroleandwithincompanyexpectations.

Theresultisclear:youcanmeasurelikelyculturalfitandjobsuccessduringtheassessmentandselectionprocess.

Aondrawsondecadesofexperienceinbuildingmeasuresoffitforitsclients.Ourexpertshavedirectexperienceofwhatworksandwhatdoesnot,thepitfallstoavoidthroughouttheprocessandwheretofocuseffortformaximumefficacy.

16ReshapeandOptimizeYourWorkforceWithAssessment

ReshapeandOptimizeYourWorkforceWithAssessment17

SpotlightonAssessment

Pre-hireassessmentsthatmeasurethefitbetweenthecandidateandtheroleor

organizationarebuiltaroundthefirm’svalues,behaviorsandcompetencies.Lookfor

toolsthatarecustomizablewhenitcomestoquestioncontent,languageandbranding,

andshowcaseeachrole’slikelychallenges.

ExampleofacustomizableSituationalJudgmentTest:chatAssess

GamifiedAssessment

chatAssessisagamifiedSituationalJudgmentTest.ThispowerfultoolisdesignedtobeliketheinstantmessaginginterfacesofWhatsApporFacebookMessengerandassessesacandidate’sstrengths,personalityandabilities.chatAssesscanbecustomizedtosuitanyrole,atanylevel,inanyorganization.

FindingtheBalanceBetween

theSkillsofthe‘HereandNow’

andThoseofthe‘Future’

Hiringisamulti-perspectiveoperation.AstheHRortalentleader,youneedtooptimizeyourworkforceskillsandstructureto

deliverthenear-termbusinessstrategy,whileyouprepareforthefuture.

Thehalf-lifeofalearnedskillisapproximatelyfiveyears1.Ifyouwanttofuture-proofyourworkforce,yourhiringneedstofocusnotonlyonthoseskillsneededtoday,butontalentwiththeabilityandmindsettodevelop,upskill,reskillandlearnnewcompetenciesastheenvironment,technologiesandrequirementschange.

Thesefuturecompetenciesarenotconcernedwithspecifics–aswecannotpredictwhattheseare–butfocusaroundtheabilitytobeflexible,embracechangeandrecognizethenecessitytoupskill.Aondefinesthesefuture,coredigitalcompetenciesas:

Agility

Curiosity

Learnability

Cultivatingandhiringforthesebehaviorsareessentialinsupportingtheagilityneededinthefuture.Thechallengeisthat

61%oforganizationsdonotknowhowtospot

digitaltalent

2andonly35%saythattheirorganizationhasprocessesinplacetomakedecisionsquicklyaboutdigitalpotential.

Isittimeyouincludedassessmentofdigitalpotentialinyourpre-hireassessmentprocess?

1Skill,re-skillandre-skillagain.Howtokeepupwiththefutureofwork,2017,WorldEconomicForum

2ScalingtheDigitally-ReadyWorkforceReport,2020,Aon

18ReshapeandOptimizeYourWorkforceWithAssessment

ReshapeandOptimizeYourWorkforceWithAssessment19

CORE

Learnability

Seekingcontinualself-improvement

Agility

Flexiblyadaptingto

changingsituations

CORE

Curiosity

Beingopentochange

CORE

Aon’sDigitalReadinessModelinPractice

Aon’sDigitalReadinessModelcanbeusedtoassessandunderstandindividuals,teams

ortheentireworkforce’sdigitalcompetencies.

Inapre-hirescenario,HRleadersdeployAon’sADEPT-15?personalityquestionnairein

combinationwiththecognitiveabilitytest,gridChallenge?.Together,theseprovidea

comprehensiveoverviewofacandidate’sdigitalreadinessandaprofilemappedonto

themodel’s11competencies.

Digital

Readiness

Model

DrivetoSucceed

HandlingData

StrategicSolutioning

BusinessAcumen

VirtualCollaboration

DigitalCommunication

MentalEndurance

CoachingMindset

CHAPTER2

AreYouIdentifyingandDeveloping

YourTalent–

AndYourFutureLeaders

Withhiringcostsofexternal,mid-careertalentbetween1.5and2timesthehire’ssalary,itmakessensetogrowtalentfromwithin.

Thechallengeisthree-fold:understandingthepotentialofyourcurrentworkforcetofulfilltherolesofthefuture;identifyingpotentialleaders;andempoweringemployeestomakesmartre-skillingandcareerchoices.

Topreparetomoveforward,theorganizationmustbefuture-ready,incorporatingagilityintoitscultureanddevelopinganadaptableworkforce.Yourroleistoprovidethestructureandresourcestoempoweryourexistingworkforcetobecometheworkforceofthefuture.

Hiringtalentintoyourbusinessthroughjobprofilesandcompetencyanalysisand

pre-hireassessmenthelpsyoumeasureyourcandidatesagainsttheserequirements.Whataboutcurrentemployees?

Howdofirmsunderstandtheircurrenttalent’sprofileandidentifywhohasthecharacteristicstoprogressintonewroles,learnnewskillsandleadinthefuture?

20ReshapeandOptimizeYourWorkforceWithAssessment

IdentifyingandDeveloping

theLeadershipPipeline

Generallyspeaking,employeeswith

highpotentialgetpromotedfasterthan

otheremployees,eventhough,formany

organizations,thereisalackofcertaintyabout

what‘highpotential’actuallymeans–

letalonehowitcanbeidentified.

Thisoftenleadsorganizationstorelyonacombinationofperformancedataandgut

instincttoidentifyfutureleaders.However,leveragingassessmentscreatesamore

holistic,objectiveandfuture-facingprocessforspottingleadershippotential.

WhatGotUsHereWillNotTakeUsThere

Leadershipskillsandstyleschange–andwillcontinuetochange.Companiesneed

leaderswhothriveinconstantandrapidshiftsinopportunityandwhoarecapableof

embracingtheuncertaintyandchallengesofaworkplacecharacterizedbyconstant

digitaltransformation.

One-thirdoforganizationsreportthattheydonothaveleaders

incriticalrolestodrivedigitalchange

3.

Arobustmodelofleadershipisneededtoidentify

potentialinup-and-comersthatincludestheleadershipcharacteristicsmostneededinthefuture:

agilemindset;leadingchange;anddrivingbusiness

Itrequirestheassessmentofprobablesuccessinleadershiprolesthatconsiders

ability,agilityandaspirationbeyondthelimitedfocusontrackrecord.Weknow

successinacurrentroledoesnotalwaystranslateintosuccessinaleadershiprole.For

example,notallhigh-achievingfrontlinesalespeoplegoontobecomestellarsales

managers,astheskillsthatmakeforagreatsalespersonarenotthesameasthosethat

makeagreatmanager.

3ScalingtheDigitally-ReadyWorkforceReport,2020,Aon

21

ReshapeandOptimizeYourWorkforceWithAssessment

CHAPTER2

LeadersintheDigitalWorld

Aleaderinourmoredigital,agileandrapidlychangingeradrawsonthesameleadershipskillsasthepast,butnowtheyneedmore.Anever-changingenvironmentisnotnew.However,thespeedatwhichjobautomationandmarketdisruptorsareshapingjobsandtheworkforceisaccelerating.

Thosewiththemostpotentialtosucceedinfutureleadershiprolesdisplayanagilityofthoughtandaction.Theyhavetheabilitytolearn,adapttochangesintheirenvironmentandseeknewskillsandexperiencesatwork.Likeallfuture-readytalent,futureleadersrequireflexibility,adaptabilityandresilience.Theyknowhowandwhentoempower,support,experimentandlearn–andwhentoswitchbehavioraccordingly.Goodleadersareabletoinnovateandcollaborateinnewwaysandarehumbleenoughtomoveintotheroleoffacilitator.

Leadershipeffectivenessisaproduct

ofworkstyleandlikelybehaviors.

Itistruethatindividualswithstrongleadershippotentialscorehighly

acrossalldimensionsofleadershiptraits.Leadershiptacticsandtools

canbelearned,butitisworkstylesandlikelybehaviors,especiallythe

abilitytoadoptnewbehaviors,thatsetsstrongleadersapart.

Datafrompersonalityassessmentscanpinpointthespecifickeyqualities

thatareproveninresearchtobelinkedtosuccessinleadershiproles.

Thosescoringhighontheseleadershipbehaviorsare:

30%

betterat

continuous

improvement

25%

strongerat

problem-solving

15%

morelikelyto

managetheir

ownworkload

andself-develop.

20%

higherratedon

jobperformance

22ReshapeandOptimizeYourWorkforceWithAssessment

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Aon’sDigitalLeaderModel

Aon’sleadershipassessmentmodelidentifiesthosetraitsneededtoleadrightnow–

andalsothosethatareincreasinginrelevance.

Aswellasthecoreagilemindsetcompetenciesoflearnability,agilityandcuriosity,the

digitalleaderalsoneedstheskillscriticaltoleadingdigitalreadinessefforts,suchas

championingcollaborationandshowingadrivetolead.However,leadersalsoneed

tobeawareoftheirshortcomings.Asenseofhumilityandempowermentwillhelp

ensuretheyhavepeoplewiththerightskillsaroundthemtosupplementtheirown

skillsetsandwillempowertheirpeopleintherightways.Futureleadersalsorequire

thesupplementalskillsofbusinessacumen,handlingdataandmentalendurance.

WhattoLookForinAssessmentforFutureLeaders

?Assessmentsthatmeasuretherelevantaspectsofpersonality,behavior,abilityandmotivationtoprovidebreadthofinsight.

?Research-andevidence-basedfoundations,withclearrelevancetoenablebuy-infromtheparticipant.

?Accurateinsight,summaryofstrengthsandguidancefordevelopment.

?Comparisonofanindividual’sprofileagainstafutureleader’smodel.

ReshapeandOptimizeYourWorkforceWithAssessment23

24ReshapeandOptimizeYourWorkforceWithAssessment

EmpowerCareerMobilityandDevelopment

Developmentofcurrentemployeesismostsuccessfulwhentheyhaveownershipoftheirprogressandcareerdevelopment.

Careersrarelyfollowatraditionallinearpathupwards.Moreoften,careersinvolvetakingsidewaysstepstoacquireexperienceandexposuretonewfunctionsormarkets.Abetter

analogymaybeaclimbingwallwithnosetroutemappedouttothetop,ratherthanaladder.Howcanyouconveythistoyourworkforce?

ThePowerofJobNeighborhoods

Buildingjobneighborhoodsshowcasesthecompetencies–andthegroupingsofcompetencies–thatarerelevantinyourbusiness.Itmeansthat,regardlessofwhereindividualsarecurrentlyintheorganization,theycanunderstandhowtheskillsandcompetenciestheyhaverightnowintersectwiththoserequiredinotherroles.

Linkthistocareerpathwaysandtheindividualbeginstoimaginehow,withreskillingorupskilling,afuturecareerpathcanbemapped.Withclearreskillingpathsoutlined,ownershipoftheirprofessionalgrowthanddevelopmentisunderscored.

TODAY

THEFUTURE

Climb

theLadder

One-dimensional

upward

progression

Y

Ladder

One-ortwo-

dimensional

managerialor

technicalprogression

Career

Paths

Progression

within

afunction

Career

Maps

Progress

withinand

acrossfunctions

Career

Patterns

Groupingofroles

thatencouragecareer

movementsacross

functionstobuild

depthandbreadth

Open

Market

Movement

throughoutthe

organizationdrivenby

theemployee

FiveStepstoEmpoweringDevelopment

Understandtheskillsprofileofcurrenttalent

Gaininsightsintoabilities,preferencesandcompetenciesusingtalentassessments.Theskillsrequiredtobecomefuture-readylikelyalreadyexistwithinyourcompany–atleastinpart.Ifyoucanunderstandwhattheseskillsareandarticulatehowyouwantthemtobeusedinthefuture,youcanthenbegintoshareandpromotethem.Anauditofcurrentskillswillgiveindividualsvaluableinsightintotheirownstrengths,aswellasprovidingyouwithaviewofwhereyouarenow.

Isolateandidentifytheskills

neededinthefuture

Onceyouunderstandtheskillsyouneedinthefuture,youcanreplicatethem.

Mapoutjob