HR Basics: Strengths Based Organizations
2.1 هزار بار بازدید -
6 سال پیش
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HR Basics is a series
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore strengths-based organizations, looking at what leaders, managers and coaches do through the employee lifecycle to create great outcomes for people and organizations.
Strengths-based organizations (SBOs) systematically select employees based on talent, positioning them to use their strengths every day, and integrating strengths into key processes and systems organization-wide.
A strengths-based approach aligns an organization’s practices and anchors them in a common philosophy, rooted in decades of research on human nature, organizational behavior, and behavioral economics. Thus, an SBO surpasses a focus on self-awareness and strengths-based development (which are key components) to affect key organizational levers such as structure; processes; employment brand; leadership practice; culture; and performance.
Organizations should develop strengths-based practices that span the employee lifecycle and guide the attraction, engagement, and retention of talent at all levels.
Attract: communicating our culture to recruit top talent. Select: hiring the right person for the job. Onboard: integrating people into their work and organization. Maximize: helping people realize excellence. Develop: making people better. Engage: connecting people to work and the organization.
The foundation of an SBO lies in the integration of strengths with key systems and processes. This is accomplished through a comprehensive study and assessment of the current business rhythm and related systems and processes. It is critical for HR to build and support a system that provides the documentation for these reviews and discussions. Leadership and managerial accountability is essential to ensuring the initiative’s success, as is capturing data that can help the organization measure the effectiveness of its SBO programs and interventions.
Strengths-based organizations (SBOs) systematically select employees based on talent, positioning them to use their strengths every day, and integrating strengths into key processes and systems organization-wide.
A strengths-based approach aligns an organization’s practices and anchors them in a common philosophy, rooted in decades of research on human nature, organizational behavior, and behavioral economics. Thus, an SBO surpasses a focus on self-awareness and strengths-based development (which are key components) to affect key organizational levers such as structure; processes; employment brand; leadership practice; culture; and performance.
Organizations should develop strengths-based practices that span the employee lifecycle and guide the attraction, engagement, and retention of talent at all levels.
Attract: communicating our culture to recruit top talent. Select: hiring the right person for the job. Onboard: integrating people into their work and organization. Maximize: helping people realize excellence. Develop: making people better. Engage: connecting people to work and the organization.
The foundation of an SBO lies in the integration of strengths with key systems and processes. This is accomplished through a comprehensive study and assessment of the current business rhythm and related systems and processes. It is critical for HR to build and support a system that provides the documentation for these reviews and discussions. Leadership and managerial accountability is essential to ensuring the initiative’s success, as is capturing data that can help the organization measure the effectiveness of its SBO programs and interventions.
6 سال پیش
در تاریخ 1397/11/03 منتشر شده
است.
2,125
بـار بازدید شده