Halogen Webinar
Maria will contribute comments to this slide – ex. Now that I have been dealing with existing clients over the last few years, clients want and need to get more out of the system than just automation of performance management. They want meaningful performance management and working on some other aspects of TM Gordon has pointed out. If we don’t understand or have accurate JDs it limits our ability to provide applicable/relevant development for an employee, relevant development for someone in a given talent pools, accurate job descriptions feed the rest of these aspects of talent management. When we get into more sophisticated LMS systems like ours where you can link learning to competencies, to understand how one world impacts the other…it is also imperative. JDs are the nucleus.
Quality Issues:
Outdated JD content
Content not well designed to support ITM assessment and development processes
Lack of standardized language related to qualifications and general requirements
Redundant phrasing of similar content items – poor data integrity
Lack of standardization
Focus on tasks rather than broader job responsibilities or outcomes
Lack of enabling technology – JD docs in Word format
Lack of line management ownership and participation
Issue of lack of centralized control of process and unclear standards for line managers’ participation in the process