You’ve developed your mission, you’ve workshopped your values, but how do get from here to a workforce who’s values, behaviours and capabilities fit with your vision of your business and its operational requirements?
A people capability framework that integrates with your job descriptions is a transparent approach to underpin people management strategies and enhance workplace culture.
I’ve used this approach with businesses with just 2 employees through to 100 employees, while the Key Duties component of your job description details the nuts and bolts of the job, the Key Behavioural and Capability component defines the person profile.
How many times have you worked within a team where an employee is perfect on paper but interacting with colleagues and clients has seen them be disruptive to the team culture, productivity, created conflict and upset clients.
Commonly this is created by too heavy a focus on skills and not enough on behaviours & values.
“Behavioural & values based recruitment is the understanding that past behaviours predict future behaviours”
A HR strategy that has at its core a people capability framework is able to develop initiatives and strategies that describe the expected behaviours and capabilities of all employees. The framework is relatively new thinking geared towards building a strong workforce who is able to attract, retain and engage a skilled, capable and motivated workforce. It serves to meet future needs, aligning employee performance with organisational strategy, identifying workforce development priorities and more.
When integrated with job descriptions each capability group is accompanied by a set of statements illustrating the type of behaviour expected at each level. Each statement is aligned to the values of the business, by combining both the Key Duties and Key Behavioural & Capability Indicators it provides greater opportunity to manage performance and behaviours towards achieving the strategic goals.
You can download a handy guide on how to apply the Capability Framework here
Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business
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This post is the first in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.
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It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.