Profitable and high-performing organizations have strong teams of executives and managers at their core, and this is not by chance. Instead, high performing organizations take the necessary steps to ensure that they are promoting the correct people from within to fill these roles, and they also take steps to ensure that outside hires are similarly qualified.
While various models and paradigms of successful leaders exist – from leaders with “emotional intelligence” or “strategic agility” or “Level 5 Leaders”, it is generally agreed that leaders must [a] get others to set aside personal agendas and focus on group goals, [b] must interact with others in a way that commands respect and builds team spirit, [c] have the intellectual capacity to make correct business decisions, and [d] must model the ethics and values of the organization that they represent. PDP can assist your organization in identifying these types of leaders and managers.
PDP’s offerings in the Executive and Managerial Selection domain range from assisting with the sourcing of appropriate candidates, through the assessment and selection of candidates to their on-boarding and transition into your organization.
While each Executive and Managerial Selection project is customized to the needs of the hiring organization, a typical project in this area would be comprised of the following steps:
Successful organizations are continually refining the processes used to hire the right people, and then retain the key talent that has been hired. PDP can help your organization develop systems to more effectively hire the right people, place them appropriately within the organization, and then retain them as longer-term employees.
It is estimated that many of today’s workers will have 10-12 jobs by their 35th birthday. While a certain amount of “functional” turnover can result in an influx of new hires with fresh perspectives and different backgrounds, it can also be costly for organizations to lose experienced talent – for some organizations, losing such institutional knowledge can place a company at a true strategic disadvantage. In addition, all new hires require additional training time and seasoning within the organization to become truly productive. Therefore, losing talent from within the organization is a true business cost.
One consistent research trend is that the #1 predictor of turnover for lower-level positions is the relationship that an individual employee has with their immediate supervisor. As such, ensuring that supervisors have the necessary skills to effective lead subordinates (and effectively interact with subordinates) should be a primary concern of all organizations. This is also an important part of the staffing equation.
One frequently neglected aspect of the employment process is the placement of the individual within the organization. While most new hires are placed in a specific job opening, successful organizations realize that the key to retaining long-term talent involves ensuring that employees are in jobs that match-up well with their interests, aptitudes, and talents. PDP can assist with strategies in this area.
While each organization’s Staffing and Retention Strategies will vary depending upon manpower and business needs, the following steps are usually part of most staffing and retention projects:
Who are the high potential and emerging leaders within your organization? PDP can help you identify these potential leaders, and also help you develop and retain these leaders within your organization.
What skills will your leaders and employees need to possess to meet future business challenges? PDP can assist your organization in outlining these future challenges, and developing talent management strategies to meet your human resource needs.
While PDP will develop a customized Talent Evaluation Strategy for your organization, most projects in this area involve the following steps:
Find out how we can achieve your HR objectives.