Do your workers jump to another company when there is an opportunity for a higher salary and more responsibilities? Is this drain a challenge for you to fill? Or is this an opportunity to build a broader talent pipeline that can benefit you as well as others in your community.
In this short video, Let’s create a community career path!, I outline a method to connect organizations using a set of common role profiles with a focus on creating collaboration instead of competition for talent and leveraging the knowledge acquired by the person from each member business to strengthen their own talent pool. This is based on a common agreement around key technical skills and behavioral competencies. Build on the strength of the community and create ways to build on each other’s training and work practices to establish common values and accepted levels of defined proficiency. This allows you to know that when a supervisor has mastered time management and staff scheduling at one place that they don’t have to be re-trained at another. The key to this, based on the common agreement on role responsibilities, is to develop and use a shared microcredentialing model so everyone knows who can “do” the job in terms of performance capabilities.
Check out the video and see why this could help employers better qualify future employees and reduce recruiting time, employee turnover, and cost of retraining. I would enjoy talking more with you about how we can partner on identifying career paths that can develop your talent pipeline so let’s Zoom or send me an email, let’s keep learning together! Use the contact button above or visit my web site at Ryan Consulting!
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