Management literature constantly tells us that the quality of the people determine an organisation’s success. If this is true then the decline or failure of an organisation is due to a decline in the quality of its people.
This management maxim also means that the life cycle of an organisation is not inevitable ie start up, growth, maturation, decay. Because if an organisation implements effective people processes it can continue to attract, manage performance and retain high quality people and continue to be successful.
If an organisation fails to implement effective people processes, and particularly if it is growing, it will become over reliant on external recruitment. Since talented people are rare, this will result in the organisation having to compromise on talent to fill roles – this is particularly the case in the current environment of significant skill shortages.
The key to an organisation’s sustained success are effective people processes driven by rigorous and disciplined analytics.
Understand roles across the organisation
A rigorous disciplined analytical approach starts with getting a clear and comprehensive picture of what the roles look like across the organisation. This goes far beyond the traditional standard job description approach, particularly the classic one page wish list of duties.
For each role it is critical to understand:
- What needs to be achieved
- What achievement looks like
- How people need to perform to achieve objectives
- What psychological and knowledge resources people need
The only way that these factors can be clearly understood is by rigorously analysing the complexity embedded in each role.
Understand the interlocking career paths across the organisation
The interlocking horizontal and vertical career paths must be rigorously analysed to ensure:
- Critical task commonalities and differences between roles are identified
- Critical differences in complexity of roles are identified and career path steps properly reflect differences in complexity. This ensure sufficient remuneration incentive for people to want to progress in their career within the organisation
Providing a comprehensive picture of careers across the organisation encourages top performers to stay. Many of the top global CEOs stayed with the one company and eventually became the CEO because they had opportunities to perform in a diverse range of roles across a number of career paths within the company.
A disciplined and rigorous approach to the management of remuneration
This can only be achieved if there is a clear, comprehensive and valid picture of the roles across the organisation including differences in the complexity of the work across the roles. Without this picture the organisation will match apples with oranges rather than apples with apples when comparing remuneration with published remuneration surveys. Moreover unless there is a clear picture of the roles within the organisation it is impossible to identify roles in the published surveys that are poorly matched and therefore give an incorrect picture of actual pay levels in the market.
Develop disciplined and rigorous performance management and development processes
Unfortunately too many organisations treat performance management and development as yard work. Human Resources Managers are busy and under pressure from the CEO and senior executives to fix up pay and focus on compliance. In these circumstances performance management and development often gets perfunctory treatment. Forms are quickly developed and distributed, management is given minimal preparation and training and then the performance management/development system is implemented.
Not surprisingly the result is little or no change in performance levels and HR loses credibility.
A disciplined and rigorous approach requires:
- Position Descriptions to be prepared at the appropriate level of complexity
- Clear and agreed Key Result Areas and Performance Indicators
- A simple performance and development cycle which is understood by managers and staff.
- Performance feedback to be separated from performance appraisal for pay adjustment purposes
- Learning and development action plans to be developed and there is a direct line of sight from the complexity level of the role to the complexity level of the Learning and Development actions.
Sustained success is the result of the right kind of hard work. The keys outlined above will get you started on the path to an effective disciplined and rigorous analytical approach to people processes in your organisation.
Dallas Burgess
© PeopleAdvantage 2010 All rights reserved
It’s posts like this that keep me coming back and checking this site regularly, thanks for the info!
great post as usual!
I’ve already bookmark this article and will definitely refer this article to all my close friends and colleagues. Thanks for posting!
Nice content. Thank you for your information.
Nice fill someone in on and this enter helped me alot in my college assignement. Thanks you as your information.
Hi there can I reference some of the content found in this entry if I provide a link back to your site?
Yes. Thank you.
Regards
Dallas
One again, your idea is very
good.thank you!very much.
Hello. Great job, if I wasn’t so busy with my school work I read your entire site. Thanks!
It is really great article .
I like your points of view. Thanks for sharing.
Amazing blog post, this is very similar to a site that I have.
Please check it out sometime and feel free to leave me a comenet on it and tell me what you think. Im always looking for feedback.
What a great resource!
People The Key to Sustained Success is Discipline and Rigour People Advantage best post. I has been collection in my blog. 2010/05/05
People The Key to Sustained Success is Discipline and Rigour People AdvantagePretty good post.5/25/2010
Thanks for the tip. I’ll paa it onto my web consultant.
Hehe, your website took quite a lot of time to load but it was worth it
Thanks
Hi Adam
I outsource IT. If want to know more about the speed etc the company I use is http://www.anticlockwise.com.au.
People The Key to Sustained Success is Discipline and Rigour People AdvantageValuable info. Lucky me I found your site by accident, I bookmarked it. 6/8/2010
I just wanted to say your web site is one of the nicely laid out, most inspirational I have come across in quite a while. Thx!
Thanks for the detailed information! Everything is clear and understandable. Everybody will be able to use the info for his/her benefit following the provided guide!
http://soft-7.com
You appear extremely informed within your sphere.
This is without a doubt among the more interesting blogs I have seen. It is so easy to tune out, but there’s really still some terrific stuff online, and I believe your website is absolutely on the short list!
HI
The website was developed by http://www.anticlockwise.com.au
The articles are copyright. However you are welcome to refer readers to my site.
Thank you
hey, I added ur site to my RSS reader. the posts are awesome!
Hey, this is my first comment on ur site. I’ve been reading it for a while in my RSS reader but haven’t commented before.
Anyways, thanks for the post.
Thanks!
Mietwagen Mallorca…
Man, sounds very interesting! My close friend and I had been arguing about a problem related to this! Now I know that I appeared to be correct. Many thanks for the information you published…….
Cool site-ul!
i love you blog, It’s beautiful. As usual, You are so funny, and I agree with your assessment.After being away for months from the public eye this is how she chooses to be seen.i hope you can understand my message cause my english is not so good and i made mistakes i guess
Well, I don’t know if that’s going to work for me, but definitely worked for you!
Excellent post!
This is an amazingly good blog and thanks once again for posting this kind of information! This is good stuff!
I, envy you. Your blog is much better under the maintenance and design than mine. Who to you the design did?
The web design is Anticlockwise www. anticlockwise.com.au
That is ok. But please ensure that you cite me as the author.
There is a RSS Feed that you can use. See under Blogroll.
Thank you for your comment
Thank you for the comment
Wow, I never new that, much appreciated.
Thank you for your comments
Your welcome
You are welcome
Thank you for your comment. I have been a practicing organisational psychologist for many years.
Thank you, much appreciated. Happy for you to pass on the link to colleagues.
Excelentes Tips! a ponerlos en practica! Gracias!
Hi.. it is wordpress blog software that has been customised for the PeopleAdvantage website.
Thank you for your comment. Please feel free to add your views to the points discussed in the articles.
I’m pleased that you are able to make connections. Could you let me know the book you are reading?