Just read a very interesting report from the Aberdeen Group on Decreasing Turnover. The Aberdeen Group studies and reports what and how Best in Class companies are addressing various issues.
It’s no secret that the current ecomonmy is increasing the importance of Human Capital Management. The challenge is how to connect talent and workforce initiatives to the priorities of the business. Then how to measure the results.
Aberdeen Group studied 233 companies for their report.
Best in Class companies measured turnover, but then looked to see if the employee turnover was related to lack of skills. If so, these companies identified the current skills gap against current and future needs. Each of us in the hospitality industry needs to do this each time a job is vacant. As we consolidate more jobs, we must be sure we are hiring the skills to enable employees to succeed in their new roles.
That means we need to be more accurate when we are describing jobs in our employment ads
What are some of the tools Best in Class companies use?
-Actual spread sheets that track turnover and identify if person released had skill set to succeed. If so, why did the employee leave.
-Best in Class companies have well defined processes to collect data on employees. What kind of data? Data on the key skills to assure success in the job.
-Staffing models based on strategic needs of hotels or companies. Right now, hotels are consolidating a lot of management jobs. A lot of these consolidations don’t make sense long-term, but they can work now, based on skills of people in your organization. Best in Class companies may have to do this as well, but they are careful to identify how the organization should ideally be staffed to assure long term success.
-Best in Class companies share data on what skills are needed with employees on a regular basis. Employees need to know what is expected short and long term. Best in Class companies give employees the opportunities to acquire the skills to advance.
-Clearly define competencies for all positions.
