Cindy's company stockpiles competencies in much the same way as its raw materials. Cindy catalogues the competency inventory that the organization draws on right now, and those that it must either buy (recruit) or build (develop) in order to competitively meet tomorrow’s business challenges.
Cindy works with detailed competency profiles for individual employees, as well as cumulative profiles for business units and teams. She has a complete picture of the overall talent pool available in the organization. Cindy defines the rating scales that managers and employees use when appraising performance toward goals to ensure consistency and fairness in appraisals across the organization.
She has easy-to-use, intuitive competency profile analysis tools to compare and evaluate gaps between competencies in an employee’s profile and those of any job she selects. Real-time gap analyses let her efficiently and accurately identify where to focus resources on competency development goals and activities.
Cindy collaborates with business leaders to align employee performance and development goals with the critical objectives to which they contribute in the high-level corporate strategy. She engages employees by helping then visualize how and why their efforts and consistent performance are so vital to the business.
Recognizing that external factors impact performance results, Cindy designs and distributes surveys to gather and analyze information from employees. Her survey content ranges from fact-based exams that test subject, policy, and product knowledge to analyses that consider subjective influences such as opinions and changes in business climates.
