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Thursday, April 13, 2006 Position Evaluation: A Starting Point for Human Resource Development by Richard Payne "How one of our clients did it.... Mercer consultants recently worked with a company to develop a competency-based career ladder for its IT staff. The ladder is based on both position evaluation and competency profiling. The project team first evaluated all IT positions using a job evaluation methodology. All positions were then categorized into 10 job levels based on the job evaluation results (i.e., the rungs of the career ladder). In addition, the team identified four job families (applications, customer service, operational, and managerial) that required similar competencies. The project team then developed a 'dictionary' of IT competencies. The dictionary identified 30 competencies that are necessary for IT staff to fulfill their responsibilities. Each competency was scaled from the level that a beginner requires to the level required by an expert." View full article. 0 Comments:
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Contact Information
Sean Rehder
Principal Orange County, CA. Phone: (951) 858-4901 Email: sean.rehder@talentlogistics.com
 Past Events
Key Topics of Discussion
 LEAD MANAGEMENTLeads are suspects or people who have been identified as being part of your company's industry. These people need to be qualified to make sure they are someone you want to have a relationship with.   CONTACT RELATIONSHIPSContacts are individuals who are associated with your competitors or Acounts as I call them. Or people you have inditied for potential employment.  ACCCOUNT MANAGEMENT & COMPETITIVE INTELLIGENCEAccounts are companies. They can be business partners, vendors or one of two types of competitors. Either a Direct Competitor which is a company that is in the same business you are and sells products “against” you, or an Indirect Competitor which is a company that is not in your business but does employ people similar to whom you employ.  OPPORTUNITIESOpportunities are what you qualify Leads and Contacts against. Your open opportunities constitute your predictable talent pipeline and opportunities also serve as the foundation of your talent management forecast .  STRATEGIC PLANNINGStrategic Planning is used by both your talent acquisition team and your hiring managers…together. Together you create and manage plans and the associated strategies and execution tactics for these plans. The planning process will most likely be performed for each quarter and be used only for strategic planning where a company makes the decision to proactively target either a highly desired skill set or to “staff up” for a large, high profile project. Strategic Plans are tied to specific departments or divisions and contain the overall objectives for the strategy such as targets, goals, strengths, and challenges.  STRATEGIESFor each Strategic Plan there is a set of strategies that define how the talent acquisition team will meet the hire targets by using a combination of sourcing, interviewing, recruiting, and presenting qualified applicants to Hiring Managers. Multiple strategies for each Strategic Plan allow a company to implement best practices and effective planning processes which includes plan activity management via collaboration of the talent acquisition team and their goals.  CAMPAIGNSCampaigns are specific marketing activities that you manage to drive leads, build a brand, or stimulate interest in your company.  REPORTINGReports are data analyses for you and your organization. You can create a variety of best practices reports, and you can build custom reports on the fly to better measure your team's activities, failures and successes.  DASHBOARDSDashboards are graphs, charts, and tables based on your custom reports. You can use dashboards to visually measure and analyze key elements of your talent acquisition efforts.  HOME PAGEYour home page that displays your Outlook synched calendar and task list, along with a customized Dashboard view. You can also disply a list of "hot" links, RSS news feeds, and more web based customization at an individual user's level.  DOCUMENT STORAGEThese are documents that you use as part of your sourcing and recruiting processes. Recruiting Links
CRM Links
Previous Items
Seven Talent Management Practices That Matter
Michael Homula, Director of Talent Acquisition for Quicken Loans Einstein, Compound Interest and Talent Networks - 5 Steps to Setting Talent Networking Goals Lou Adler: Three Top Concerns Facing Corporate Recruiters The Current State of the Contingent Workforce - One Size Doesn't Fit All ERE Recruiting Conference First Blog... Archive
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