The strategy focuses on implementing formal Human Resource Management (HRM) practices to enhance employee motivation, firm culture, and organizational performance in small businesses. By initiating a structured recruitment process, organizations can identify gaps in their current methods, develop detailed job descriptions, and implement an applicant tracking system. For example, partnering with local job boards and universities can help in diversifying the candidate pool, while providing recruitment training for hiring managers leads to more effective hiring practices. Regular reviews ensure that the recruitment process remains effective and inclusive.
Establishing a comprehensive performance evaluation system involves selecting a suitable evaluation framework, training managers, and setting measurable performance goals. Continuous performance tracking and 360-degree feedback can help recognize high performers and inform promotions and pay increases. Regular feedback sessions and individual development plans ensure employees are on track with their personal and professional growth, leading to a more motivated workforce.
Developing continuous training and development programs is essential for keeping employees updated with emerging industry trends. Conducting a training needs analysis, partnering with industry experts, and implementing e-learning platforms for flexible access to courses can significantly enhance employee skills. Cross-functional training and mentorship schemes also promote versatility and knowledge sharing within the organization.
The strategies
⛳️ Strategy 1: Initiate structured recruitment process
- Audit current recruitment process to identify gaps
- Develop detailed job descriptions and specifications
- Create a structured interview format and evaluation criteria
- Implement an applicant tracking system for efficiency
- Provide recruitment training for hiring managers
- Partner with local job boards and universities for outreach
- Implement a referral programme to leverage existing employees' networks
- Conduct regular recruitment process reviews to ensure effectiveness
- Monitor the diversity of candidates to promote inclusion
- Gather feedback from new hires about their recruitment experience
⛳️ Strategy 2: Establish comprehensive performance evaluation system
- Research and select a suitable performance evaluation framework
- Train managers on effective evaluation techniques
- Develop clear, measurable performance goals for each role
- Implement a platform for continuous performance tracking
- Schedule regular one-on-one feedback sessions
- Introduce 360-degree feedback from peers and subordinates
- Recognise and reward high performers regularly
- Create individual development plans based on evaluation outcomes
- Use performance data to inform promotions and pay increases
- Regularly revise the evaluation system based on feedback
⛳️ Strategy 3: Develop continuous training and development programmes
- Conduct a training needs analysis for all employees
- Create a yearly training calendar with various learning opportunities
- Partner with industry experts for specialised training sessions
- Implement e-learning platforms for flexible access to courses
- Encourage cross-functional training to promote versatility
- Schedule regular workshops on emerging industry trends
- Offer leadership development programmes for potential future leaders
- Evaluate training programme effectiveness through employee feedback
- Allocate budget for external courses and certifications
- Incorporate on-the-job training and mentorship schemes
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
