The strategic plan or vision of any Company or Organisation should
recognise the people skills needed to achieve this and include the development
pathway needed to deliver this resource within the plan.
The development
pathway is probably the single most important aspect of achieving the strategic
plan is having the right resources in place to achieve this – and the first
place to look is to make sure you have the right people, and with the right
skills.
A core element of this plan will be a good assessment of
current employee resource, identify any or all skill gaps, and determine where
you need to train, and where you need to recruit.
The speed of change.
A good workforce development plan also needs to incorporate change
to remain up-to-date and relevant.
The use of technology, and its seemingly ever faster
development and change increasingly impacts the workplace. As well as finding
new ways of doing things, better global communications introduce latest ideas,
tools, designs and products at a rapid rate. The implication is that in
whatever field you work and operate, you could and should be using new tools to
do your role.
In fact, the current rate of change is such that the
likelihood is that every five years of their career a person is likely to need
to retrain to ensure they remain at the top of their game. Think of it like
this – if you are 30 years old now, you will need to retrain seven further
times before you reach retirement!
From a business management perspective, time needs to be
allocated to research and keep abreast of latest research and developments in each
respective field, as well as constructing a development pathway for employees
that will deliver continuous personal development, and equally ensure the right
skills are available to achieve the organisations strategic objectives – a
practical necessity.
Recruit or train?
Businesses need to consider the timeframe of the plan, and
how quickly resource can either be trained or recruited. If the plan requires
entry into a totally new area, it is likely that specific new skills will need
to be brought onboard. (Consideration should also be given to potential acquisition
strategy).
If existing workforce require longer term training than the
plan demands, consideration should be given to utilising temporary or interim
staff until such time the existing staff complete their training.
In all cases a thorough assessment of requirements, job
descriptions, and performance metrics will assist delivering the best
recruitment or training plan.
For consideration.
Question. When was the last time when communicating a
Company / Organisation mission, vision or strategic plan, did you ask the
managers and employees what skills they had and thought they would need to
achieve the plan? And subsequently, did you develop a staff training and
recruitment plan to meet these requirements and eliminate the skills gap?
The likelihood is that a well thought staff development and
recruitment plan will also be highly motivating, as staff benefit from the
investment in training and development, and ensure their skills are fit for the
future. The business can achieve its aims, and the workforce is equipped to do
so, increasing job stability, satisfaction and participation.
Consideration should be given to support self-learning,
supporting relevant trade and professional study and certification, relevant
e-learning, as well as organisation specific specialist training. And
experience shows that some of the best trainers can come from within the
Organisation – so investment in training personnel to become good Trainers can
also pay dividends.
Cygnus Business can help you formulate your strategic plan,
and work with you to provide additional resource while identifying, developing and
training the right skills needed for your team to achieve.
For assistance or
guidance in developing your strategic business team – please contact enquiries@Cygnusbusiness.com
www.cygnusbusiness.com
