Talent Management Strategy
CPS HR offers a full range of talent management strategy services.
Because each profession has unique challenges, we tailor our services to meet your program’s specific needs. Our consultants provide the following strategy services:
- COMPETENCY MODELING
A competency model is a collection of business processes, data and tools to help measure and monitor the capabilities of an organization’s workforce. Competency models help support an organization’s mission and values by differentiating the characteristics and qualities required for effective and superior functional performance currently and for the future. By providing visibility into the current and future direction of the organization, competency models help managers estimate, assess and plan for their workforce needs in terms of skills, staffing and resources (i.e., internal versus outsourced.) They also support staff in planning short- and long-term career development objectives.
The CPS HR approach ensures collaboration, thus delivering a client-focused and useable product. This process includes a data collection and analysis phase, development and validation of critical competencies list phase and a workforce assessment of future needs as compared to current proficiency levels. We help our clients develop models for their organizations. Competencies are also used to assist in the recruitment of new employees and to measure and develop performance in current employees.
- WORKFORCE PLANNING
The right people in the right jobs doing the right things – this is no longer a fantasy for public-sector leaders but instead a requirement for long-term success. Workforce planning strategically aligns people management with business strategy. Workforce plans should be flexible, ongoing and linked to strategies. CPS HR integrates strategic planning, program management, organizational analysis, human resources practices and budget requirements into one comprehensive workforce plan aligned with the vision of the organization. At CPS HR, our work results in a comprehensive strategic plan containing strategies that could include recruitment and retention activities, automation/technology solutions, training and development and performance management activities. CPS HR’s workforce planning provides managers with a focused and strategic approach to make not only human resource decisions, but to anticipate changes and proactively address workforce issues.
- SUCCESSION PLANNING
You don’t expect to be doing the same job for the rest of your life, and neither do your employees. From proactive identification of your next cadre of leaders to reducing the impact of unexpected turnover, CPS HR Succession Planning ensures your continued success. A succession plan will help you anticipate and prepare for changes that will or can occur both expectedly and unexpectedly among your organization’s key employees. A succession plan built with CPS HR assistance incorporates your organizational values, your EEO goals, your changing business scope and the development systems that will help you "grow your own" leaders who are prepared for short- and long-term vacancies.
- ORGANIZATIONAL ASSESSMENT, REDESIGN AND RE-ENGINEERING
CPS HR conducts comprehensive organizational and/or departmental assessments. This is accomplished by gathering data and soliciting staff input to create an accurate picture of the “as is” working environment. We work with our clients to design a recommended future “to be” structure and perform a gap analysis to guide them toward their goals. This may involve both internal and external “customers” and stakeholders of the organization, process mapping, gathering and developing operational metrics, best practices studies, developing an implementation plan and other activities as appropriate. We may also offer change management and implementation assistance to help the client implement new organization and business process models.
- PERFORMANCE MANAGEMENT
Performance management is a holistic process that aims to meet organizational goals strategically through the effective management of employees. CPS HR teams with you to build performance management systems that support your mission while providing the tools, techniques and processes to ensure feedback, recognition and development input for staff. CPS HR can design or upgrade your performance appraisal tools to provide the flexibility and defensibility you need in a public-service environment with complex regulation. Components of a sound performance management process include clear performance expectations, consistent feedback, performance appraisals/ratings based on measurable behaviors, employee recognition and training and development.
- CAREER DEVELOPMENT SYSTEMS
Career development systems help our clients achieve a productive balance between individual employee career needs and the organization's workforce requirements. We help each client formalize opportunities for employees to gain new knowledge and skills by working in various roles. Systems are set in place to outline career options and paths, encourage employee participation and guide employees toward development activities that will help them reach their career goals.
- EMPLOYEE ENGAGEMENT
“Engaged employees" are fully involved in, and enthusiastic about their work and act in ways that further their organization’s interests. It is, in fact, a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences the willingness to learn and perform at work. CPS HR experts collaborate with you to identify engagement levels, which may take the form of helping clients develop employee surveys. We also analyze and report the results, and develop action plans to address issues. We can also provide training and facilitation around employee engagement issues.
- EMPLOYEE RELATIONS
Whether reactive (thorough investigations into sensitive employee matters) or proactive (policy/system development and training), CPS HR is your employee relations expert. We help you assess and mitigate the risks inherent to sensitive employee relations issues by providing well-qualified experts and impartial recommendations that support your obligations to organizational values and the compliance requirements of contemporary labor law. CPS HR provides expertise in developing or updating agency Policy and Procedures Manuals, Employee Handbooks, Standard Operating Procedures (SOPs) and other important HR documents. We review current documents for relevancy and legal applicability, develop policies and procedures, develop employee handbooks and can help you automate these reference tools onto an intranet or extranet site. CPS HR can provide an expert with the technical and practical grounding in sensitive employee relations issues such as sexual harassment, employment discrimination, workplace violence or other "hot button" workplace issues.
- CHANGE MANAGEMENT
Whenever an organization imposes new things (policy, software, projects or even cutbacks) on people there will be difficulties. CPS HR can help you manage change in a way that employees can cope with it. At CPS HR, we’re prepared to assist with the processes, tools and techniques for managing the people-side of change. We offer experts who can partner with your organization to prepare for change (preparation, assessment, strategy development), manage the change (detailed planning and implementation) and reinforce change (data gathering, corrective action, recognition to ensure short- and long-term success of your business process – whatever it is.)
- STRATEGIC PLANNING
Begin with the end in mind – easy to say but much harder to do. Strategic planning is the process of setting longer-term goals that will support where your agency wants to be in 3-5 years and developing the systems and resources to get you there. The process begins with a confirmation of the fundamental mission and vision of your organization together with the core values that guide your critical decisions. The process continues by soliciting critical input from core groups: executive management, organization staff and key customers/stakeholders. A variety of feedback tools are used to solicit and compile useful feedback from these groups: individual interviews, focus groups, targeted surveys, electronic meeting input and performance data reviews provide valuable feedback to the organization.
CPS HR consultants will then guide your planning team through a systematic process of determining your readiness for the future. We will assess your agency's internal and external environment including organizational strengths, weaknesses, opportunities and threats via SWOT analysis and other assessment tools. We will help you identify barriers to your strategic goals and develop countermeasures to overcome the barriers. Finally, the CPS HR team will work with you to design an implementation or tactical plan that ensures your strategic plan becomes a guiding force for your service excellence, not another bulging binder gathering dust on the shelf.
- COMPLAINT INVESTIGATIONS
Properly handling allegations of discrimination, harassment, employee misconduct and other workplace wrongdoing is critical to achieving a just outcome, protecting employee morale, maintaining an ethical presence and preserving the optimal performance of your organization. Our team of licensed attorneys and private investigators specialize in investigating workplace complaints exclusively for the public sector. They can help you resolve internal complaints or civil litigation and satisfy your obligation to investigate as required by state and federal law. Click here for more information.