1. All employees
2. The managers and employees who will be directly involved in the project
When any new project is undertaken within an organization, particularly one initiated by the human resources department, people have a natural tendency to get suspicious, concerned, or just curious. Employees who understand the project, it’s scope, each person’s involvement in it, and it’s potential benefits will help turn suspicion into support, and will go a long way toward making the project successful.
If your organization has access to an internal or external employee communications expert, use that expertise to help you plan and implement an effective communications effort.
Here a few points that can be covered in communicating the project. Ideally, the initial announcement should come from the senior sponsor and include:
- The business need for creating this model at this time.
- The name of the senior sponsor for the project.
- Names of people on the project team.
- How will the model be used, the application, and when will it be implemented.
- Who is involved in creating the model- particularly jobholders and managers of job holders.
- Who to contact with questions
- Introduction to competencies and competency models (background, description, benefits).
- Our approach – why and how they were developed.
- What’s in it for you, i.e. how you can benefit.
- How they will not be used.
- Changing the Approach: Career Streams vs Career Ladder
- Key Concepts Underlying Career Development
- Performance Improvement and Management
- Integrating Development Planning with Performance Management
- Acquiring Competencies
- Types of Developmental Activities
- A Guide to Self-Assessment
- Selecting Competencies to Target for Development
- Using the Competency Selector
- Developing Goals
- 5 Stages of Personal Development
- Beyond Competence: Achieving Personal Mastery through:
- Creating a Comprehensive Development Plan
Future blog: Communicating with people directly involved