Workforce Strategies – The little goals are as important as the big ones.
CMI understands that reevaluating current workforce strategies is a challenge. It can appear daunting, particularly to those in charge. But well-reasoned, strategic change is exactly what moves the organization forward. When individuals are not performing as expected, it is time for the organization to look at their current practices. The benefits of a new approach evolve at a steady pace until the organization reaches its full potential. The benefits of improving organization performance, increasing employee productivity, and providing the framework for consistent strategic success far outweigh any obstacles.
Understanding how best to hire, deploy and utilize employees as strategic assets is at the core of high performing companies. CMI consults with team leaders and HR managers to improve the time allotment equation between employees who are good performers and those who are poor performers. CMI’s goal is to work with these managers to adjust their perception of positions within the organization and of the employees who fill these positions. If all jobs and all employees are given equal time, the organization is under-investing in high return positions and over-investing in low return positions. This error is compounded when employees in low return positions are also poor performers.
Time spent counseling and “working around” poor performers needs to be rationed carefully. Individuals who should not have been hired in the first place, or who have ceased to be productive, should receive clearly defined expectations and established timelines for improvement. Should the expected goals not be reached, any additional efforts expended will likely be wasted. CMI has years of experience assisting low performing individuals, team leaders, involved HR, senior staff, and the organization as a whole to apply appropriate solutions which allow all parties to move forward positively and effectively.
It is a common costly error for HR to remove itself from strategic planning and instead take on the responsibility of employee development success. A cohesive workforce strategy supplies HR the resources and remedies to think “globally” and ensure that their daily tasks focus their energies on the big picture, rather than requiring them to work on the same problems over and over.
Succession Planning – Tomorrow’s leaders can start today.
Successful organizations ensure that employees are recruited and developed to fill specific leadership positions. Since the late 1970’s, CMI has provided assistance to a number of organizations in a variety of industries to develop and deliver workable succession planning programs.
Using our own assessments in conjunction with validated special purpose assessments, CMI provides an in-depth evaluation of the individual’s proficiencies, areas of strength, and an analysis of any gaps in necessary skills. Specific training and additional education are suggested to close these gaps.
We recognize that not all individual contributors will be moving forward in expanding leadership roles. CMI’s goal is to advise the organization so that it may provide appropriate support to those who will potentially become viable candidates for succession while continuing to support and properly acknowledge those who will remain in the role of individual contributor.
Well-reasoned and strategic succession planning enhances company morale by preparing employees to move forward and fill appropriate roles. Taking the “long view” based on realistic expectations provides employees with roadmaps for the future. This leads to employee commitment, satisfaction and retention. CMI’s analysis and consulting model allow organizations to fully prepare employees for the future, whether they will eventually take on key roles or remain as valued, consistently performing employees. Properly carried out, succession planning enhances the recruitment of new employees and the retention of current employees.