One can think of many kinds of implementation. New procedures, a new IT system, a reorganisation, merger or split, changing to a matrix organisation, and so on. Often the focus is merely on the technical side of the change process. The human aspect is – erroneously – either not taken into consideration at all, or on only done so too late.
Star Business puts people and their development first. We assist organisations during implementations by working together with the management team and the technical project leader.
Better alignment of the technical and the human aspects causes a greater involvement and therefore less resistance. Hence the change process will lead quickly and efficiently to the desired results.
Example of implementation: Competence management.
Competence management is an instrument to influence the existing and desired knowledge, skills, attitude and behaviour of employees.
Implementing competence management calls for great care and skilfulness.
By including all interested parties in the creative process, during all phases of the project, a high level of commitment with the end result is obtained.
What kind of things enter into the implementation of competence management? Job descriptions and demands, mapping out the required competences per function, assessment of the current competencies of employees, training and development plan, etc.
During the human resource yearly cycle:
- Goal setting sessions (performance and development goals)
- development goals for individuals and teams
- coaching employees in order to reach their goals
- conversation about the employees performance (two way conversation)
- yearly assessment session (one way communication)
- rewarding for the achieving of goals.
