Leadership give upward positive and constructive feedback and offers solutions, on boards leadership, identifies overarching areas for improvement and presents solutions, distributes work amongst team, has vision to plan and execute long term strategic goals.

More Uses of the Organization Development Toolkit:

  • Communicate the operations learning strategy in a way that drive a consistent approach while ensuring awareness of programs and processes across all levels of your organization.
  • Manage the office of talent and organizational development in delivering organization design, governance, culture and technology adoption solutions that enables success.
  • Drive new revenue streams by developing new service offerings and follow through to support sales success by working with marketing, training and sales enablement.
  • Methodize: talent development partner with the people, executive and management teams to identify overall learning needs for individual contributors, managers and leaders.
  • Develop: design evidence based Organization Development programs to align systems, process, competence and behavior in support of your organizations strategic principles and value proposition.
  • Ensure you produce; lead cross functional teams in the design, building, and implementation of strategies that support key business initiatives, and increases organizational, team, and individual effectiveness.
  • Audit: proactively plan and lead succession management and talent planning process for the enterprise, integrating competency framework and organization core values into assessment processes and tying focus areas to business strategy and needs.
  • Arrange that your operation assess learning needs and align learning solutions for current and future business requirements, create and obtain leadership approval of functional strategic learning plans.
  • Develop and implement learning strategies that leverage current industry best practices and ensure creativity and relevance as part of design to ensure adoption and impact.
  • Use training evaluation methods, training feedback and insight from internal associates to measure effectiveness of training sessions and identify areas for improvement in programs and processes.
  • Make sure that your group establishes and maintains relationships with hiring managers to stay abreast of current and future department trends and business initiatives that could impact hiring needs.
  • Oversee cross functional data governance while simultaneously ensuring adoption and adherence to data quality and process governance in the relevant collaborating departments.
  • Establish that your strategy defines and enables teams to implement augmented intelligence and machine learning algorithms and models for efficient processing and delivery of analytics.
  • Control: continuously leverage business/hrbp feedback, observations and talent data/scorecards to adjust short term solutions/approach ensuring your long term talent objectives are achieved.
  • Manage projects from needs analysis through design and implementation, as implementing organization wide learning management tool and performance management process.
  • Collaborate with executive leadership to develop strategic organization goals while supplying expertise and guidance on operations objectives across your organization.
  • Head: design and implement strategies that foster and consolidate your organizations culture, building initiatives that help translate corporate values into everyday behavior.
  • Be certain that your strategy facilitates departmental intranet and digital marketing strategies and keeps abreast of emerging trends in talent and organizational technology and methods.
  • Ensure you join; build processes to support strategic workforce planning, evaluating external labor market conditions and internal growth projections to drive sound people/talent strategies and decisions.
  • Organize: people and organizational development creates the infrastructure for learning and development, talent and performance management, team and Organization Development, change management, organization design, and the leadership and competency framework.
  • Create, align and embed a competency framework and individual assessment tools that map to the levels and needs of your organization; ensure a robust, disciplined, and integrated approach to performance management and talent management.
  • Supervise: in partnership with technology partners, introduce technology that is supportive of your approach for collecting, storing, tracking and reporting performance and talent data.
  • Coordinate: partner with the key enterprise stakeholders to assess your organizations capacity to absorb the scale of change interventions and highlight the potential risks and impact on business performance.
  • Develop strategy and implementation plans to ensure current and future gaps in management and leadership capabilities based on short and long term strategic objectives.
  • Create business focused learning and performance development solutions in collaboration with clients that address management and leadership development needs.
  • Create and implement leadership development programs that align with the strategy, competency model and learning needs for all levels and areas of your organizations.
  • Formulate: inclusive of the data and analytics department and development of new data analytics capabilities across your organization and manage on going comprehensive data analytics.
  • Help plan, administer and review activities regarding recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management and Organization Development and employee/labor relations.
  • Draw on knowledge and skill in consulting, Organization Development, leadership development, measurement and evaluation to design, implement and evaluate impact of learning interventions.
  • Apply practical business knowledge to build solutions from scratch and/or revise/refresh existing programs and systems to maximize the efficiency and effectiveness of integrated Talent Management processes.

 

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