Appraise, Develop and Retain Human Capital

INTRODUCTION

• Outcomes
  • Develop a human capital plan for the nurturing and retention of staff.
  • Appraise the performance of employees.
  • Develop an action plan to address identified performance gaps and development needs.
  • Develop an implementation plan for the action plan.

DEVELOP A HUMAN CAPITAL PLAN FOR THE NURTURING AND RETENTION OF STAFF

• Outcome
  • Develop a human capital plan for the nurturing and retention of staff.

• The importance of generating a human capital plan for nurturing and retention of staff within a function
• Training and development interventions that support employee?s careers in order to ensure and optimise the retention of competence
• Training and development interventions are aligned to employees’ competencies and promote their growth by providing stretching goals
• Career pathing and succession planning of human capital are included in the plan with the intention of creating long-term employee stability
• The plan is analysed to ensure that it is aligned to the human capital strategy of the entity and supports the vision and mission of the entity
• The role of the function manager in the development and implementation of the human capital plan and the nurturing of talent

APPRAISE THE PERFORMANCE OF EMPLOYEES

• Outcome
  • Appraise the performance of employees.

• Strengths and weaknesses of employees are analysed for the purpose of the appraisal
• The appraisal of employees is performed on the basis of agreed upon performance and critical success factors
• Relevant industry and entity benchmarks are used to measure individual performance
• Resource and support deficiencies that contribute to less-than-optimal human resource performance

DEVELOP AN ACTION PLAN TO ADDRESS IDENTIFIED PERFORMANCE GAPS AND DEVELOPMENT NEEDS

• Outcome
  • Develop an action plan to address identified performance gaps and development needs.

• An action plan
• Strategies are developed which address identified critical skills shortages
• Interventions for individuals/teams in a function are identified for inclusion in the plan
• A selection and recruitment strategy is developed for inclusion in the plan which adheres to the skills requirements of the function
• A retention strategy is developed for inclusion in the plan
• The action plan is aligned with career path trajectories and function strategy

DEVELOP AN IMPLEMENTATION PLAN FOR THE ACTION PLAN

• Outcome
  • Develop an implementation plan for the action plan.

• Agreement is reached with the various parties in terms of implementation of the plan.
• The action plan is analysed against developed criteria related to the achievement of the desired improvement.
• The aspects of gender mainstreaming, employment equity and affirmative action are analysed in relation to the strategy of the function and the retention strategy of the function.
• Unexpected challenges and developments are appreciated that may arise from the implementation of the action plan.
• The role of the functional manager in the implementation and monitoring of the action plan is analysed in terms of his/her responsibility and scope of operation.
• Adjustments to the management style of the function are analysed with a view to creating the environment for the improved performance of the human capital.

Multiple Choice Assessment