Whether the challenge is growth, service excellence, or brand recognition, organizations need an effective way to link their people strategy to their business strategy. That is, understand what it takes for people to succeed in their new business environment and align their talent management systems—hiring, development, performance management, etc.—to build people who succeed.
This means that successfully executing your business strategy starts with creating a comprehensive view of what it takes to be successful in a job, function, or level, and then integrating that description into all of your talent management systems.
So how can you ensure you have the right, capable leader in a key role—executing your most important strategies? Building Success ProfilesSM is the most effective way to connect business strategy and people capabilities. They’re fundamentally different from other approaches (such as competency modeling) because they look beyond mere competencies to create both a way for business people to talk about managing talent, and a way for talent managers to understand what the business needs. Success Profiling emerged as a critical best practice over several decades, yet today fewer than 6 percent of respondents believed they had a world-class competency management process. In the past, HR managed job descriptions—lists of important job responsibilities and critical experience and knowledge requirements. Then during the ‘80s, organizations looked beyond job tasks and responsibilities to focus on competencies necessary for success in a job. Competencies describe the behavior required to be successful in a job or role. Presently, savvy organizations are not only identifying competencies but are going a step further by developing a full Success Profile.
Success Profiles holistically capture the requirements of job success—what knowledge, experience, competencies, and personal attributes are critical to drive business strategy in a job, job level, or function. These Profiles define what enables individual, group and eventually business success—or conversely, contributes to failure if lacking. Accuracy in defining success along with comprehensive coverage of the four components in the model are the cornerstone of an effective business-based, talent management system.
How does this link between business strategy and people requirements work? Download the PDF to find out more.