Nature vs Nurture & HR Planning
posted by Kendra Pearson 你是否意识到哪些能力是你的员工本身所具有的禀赋，而又有哪些技能是他们所缺少，需要公司对他们进行培训才能够获得的？还有哪些是他们即使经过培训都无法获得的技能？弄清楚这些问题，你才能更好地充分利用公司所拥有的人才，而这些也正是HR所要面对和解决的问题。
Fair warning: if you are organizing a company softball team, you definitely don't want me on it. I lack some basic skills that turn out to be rather necessary for success in this sport, such as hitting, catching, throwing and running. Growing up, I had ambitious gym teachers who seemed determined to find some inner athlete hidden within me. Let's just say that my elementary school teacher in particular lived to regret the day she instituted no strike softball, and then had to spend an entire gym period pitching to me while I missed. Every single one. No exaggeration. Your employees have similar areas in which their natural talents are simply not suited. While differences in ability are part of what makes an organization thrive, it is essential to know your workforce's strengths and weaknesses in order to make the best use of each employee's talents. Certain characteristics are obtained through training, such as learning a new lead-generation software system, and certain characteristics involve natural abilities, such as leadership qualities for motivating a sales force. The nature versus nurture debate has implications for selecting the best candidate for any new position. What skills and abilities must your new hire bring to the table, and what will you teach your new employee once he or she is onboard? In order to answer this question, consult your HRIS. Ideally, you should be tracking the knowledge, skills and abilities required for each position. As your organization evolves, make sure that you are regularly updating your system to reflect the requirements for success in today's marketplace. Once your list is complete, carefully evaluate your findings as a whole. Any characteristics and traits that transcend across levels and departments are critical to your culture as a whole, such as a can-do attitude or an ability to thrive in a fast-paced environment. While training can be provided in these types of areas, making sure that new employees are naturally suited to such an environment will help to ensure their fit for your organization. This knowledge will also serve you well as your consider your succession planning. When a new position becomes available, it is essential to know what internal resources you have available. This information will allow you to offer development opportunities to assist in retaining your top performers. Work with your managers to understand the unique skill set of each member of your departments. In addition, your employees should have the opportunity to share which of their skills they feel contributes most to the organization, and which areas they feel could use improvement. This is an important part of your annual performance appraisal. Consider asking questions such as, What aspects of your skills and/or personality contribute to your success? and In which areas do you feel you could benefit from additional training? Once you understand the natural abilities required for success in your organization, you will be able to customize your hiring programs to seek out these strengths, and cultivate succession plans that maximize the talent in your organization. In turn, once you thoroughly understand the skills that you need to nurture, among your employee population, you can create ongoing training programs to maximize your organization's success. 管理新知 您可能感兴趣的文章 Job Interview Preparation Checklist 2012-12-19 Recovery Being Hurt by Too Many Temp and Low-paying New Jobs, Says Fed Banker 2013-03-27 你看下属越不顺眼 就越要与他相处找优点 2016-01-06 最近文章 TEST 2018年01月15日 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
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