如何引导中型企业成长

Introduction According to the “2019 Deloitte Global Human Capital Trends Report,” the“inability to learn and grow” is the number one reason people leave their jobs.1In response, companies want to identify skills gaps to develop and engage theirtop talent. In fact, “the #1 action companies are taking to prepare for the futureis identifying the gap between current skills and future skills required.”2 To remain competitive, it is crucial for organizations to look beyond thetraditional culture of goal and performance management. Companies must lookat how to personalize professional development to improve retention, reduceturnover, and accelerate organizational performance. Not only do you need to help develop your talent, but you must also align theirgrowth plans with your company’s strategic goals and objectives to achievebusiness outcomes. It can be a tall order so, what’s the best way to do this? Howcan you identify skills gaps, develop personalized programs to nurture talent,ensure alignment with your company’s strategic objectives, and monitor andtrack progress over time? Most companies rely on a host of technology solutions to aggregate talentdata that monitors results against goals, making it challenging to engage withemployees in a meaningful way. A New Way of Developing High Performance What if you had the visibility into your workers’ skills, talents, and careerinterests, and could leverage that information to engage them in theirprofessional growth and development? Employees who are more engaged canhelp the organization achieve its goals and strategic business initiatives. This iswhy organizations are looking for innovative ways to compensate workers aswell as better manage goals and performance, track and develop skills, promotelearning, and better prepare future successors within the organization. Anengaging develop-to-perform process can provide insights and the flexibility toprepare for the future and adapt to new strategic business initiatives. By proactively developing your internal workforce, you will not only help builda succession pipeline, but you also fulfill an individual worker’s need to feel thattheir skills, capabilities, and contributions are valued as part of the organization.A develop-to-perform process that encourages feedback, fosters connections,enables continuous performance and development, and reflects your corporateculture can help meet the changing expectations of your workforce. Thisinnovative approach can give your organization an edge by optimizing yourtalent while reducing attrition. Consider these key steps when assessing how your current human resourcestechnology impacts your develop-to-perform process, and ultimately youroverall business objectives. How can a develop-to-perform process support agility inthe changing world of work? With Workday, you gain a single trusted source of performance and talentdata that empowers your organization with insights that support opportunitiesfor growth—for your employees and your business. Personalized employeeexperiences help promote your corporate values as well as your performanceand development culture. The right technology provides the flexibility to engageemployees and to keep pace with the skills your organization needs to growand succeed. As you plan ahead, consider the questions posed in the article “The Future HR: FiveEssential but Overlooked Questions” by John Boudreau,5and how they can impactyour HR organization to be more agile to support growth today and into the future: • What is talent within an organization?• Is automation part of the talent pool?• What are performance and merit?• What is leadership?• What is the organization? When you put people at the center of your develop-to-perform process,you enable performance rather than manage performance. Managers have acomprehensive view of their talent, and are empowered to better align theirteam’s capabilities with organizational goals and to recognize contributionsequitably. The result is an empowered workforce where workers feel valued,and are encouraged and enabled to realize their potential for professionalgrowth. While you may not have answers to each of these questions clearly defined today,you can begin to confidently lead your organization into the future and preparefor whatever comes next by leveraging a technology with the flexibility to adjustand adapt to the changing world of work. By creating opportunities for your peopleand your business with a skills-based talent platform and leveraging automationto streamline the develop-to-perform process, you will provide more personal,productive, and curated career experiences driven by machine learning. When youget the basics right, it sets your HR organization up to automate, augment, and curateopportunity, creating an environment where you engage your workforce and igniteorganizational success.“ This collaborative, communicative culture can help shift your organizationalfocus to one that better align