Perseo modello di intervento (en)

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Perseo modello di intervento (en)

  1. 1. Human Resources Knowledge Management: Perseo approach
  2. 2. Perseo approach phases <ul><li>We plan 6 main phases </li></ul><ul><li>Depending on every single clients needs the number of phases and their complexity could change </li></ul>General Assessment with current process and job profiles mapping New processes and Job Professional Descriptions design Job Professional Descriptions building Expertise Examination Tests for employees and/or recruitment candidates Competences needs, training gaps, alignment with pay-grades measures Corrective measures and/or recruitment and/or training planning
  3. 3. Perseo approach phases <ul><li>Activities </li></ul><ul><li>Project presentation to client’s management </li></ul><ul><li>Mapping of current internal processes </li></ul><ul><li>Mapping of all Job Figures interested by the project </li></ul><ul><li>Interviews to management and employees </li></ul><ul><li>Study of internal documents (organization charts, tree diagrams, HR documents, pay-grades, etc.) </li></ul><ul><li>Goals: </li></ul><ul><li>To share and discuss the approach with our client’s management and to get client’s commitment </li></ul><ul><li>To collect all the information we need to know the client’s situation “as is” </li></ul>General Assessment with current process and job profiles mapping
  4. 4. Perseo approach phases <ul><li>Activities </li></ul><ul><li>Business Processes Reengineering (if necessary) </li></ul><ul><li>Design of new ones or arrangement of Job Professional Description (JPD) and comparison with benchmarks (if any) </li></ul><ul><li>Definition of which competences and behaviours are needed for each JPD </li></ul><ul><li>Goals: </li></ul><ul><li>To find out the JPDs suitable for each process </li></ul><ul><li>To list the competences and the behaviors for each JDP </li></ul>New processes and Job Professional Descriptions design
  5. 5. Perseo approach phases <ul><li>Activities </li></ul><ul><li>Definition of which sets of knowledge and which abilities are needed for each competence </li></ul><ul><li>Definition of which are the contents of each set of knowledge </li></ul><ul><li>Setting up questionnaires to verify the actual level of competence of company employees </li></ul><ul><li>Filling the Perseo Software Tool with JPDs </li></ul><ul><li>Filling Perseo Software Tool with defined competences, behaviours, set of knowledge, abilities, contents, questionnaires </li></ul><ul><li>Goals: </li></ul><ul><li>To have the Expertise Examination Tests ready </li></ul>Job Professional Descriptions building
  6. 6. Perseo approach phases <ul><li>Activities </li></ul><ul><li>Organisation of the Test sessions (on desk or on-line) for employees or recruitment candidates </li></ul><ul><li>Test sessions </li></ul><ul><li>Data entry of test results ( only if Tests were done “on desk” on paper sheets ) </li></ul><ul><li>Goals: </li></ul><ul><li>To have the Expertise Examination Tests done </li></ul>Expertise Examination Tests for employees and/or recruitment candidates
  7. 7. Perseo approach phases <ul><li>Activities </li></ul><ul><li>Study of tests’ results </li></ul><ul><li>Reports organization and print by JDP, by Competences, by set of knowledge or for every single person (it depends on which is the project goal) </li></ul><ul><li>Comparisons between situations as-is and to-be (i.e. for pay-grades) </li></ul><ul><li>Goals: </li></ul><ul><li>To have a precise measure of training gaps and needs for singles anf groups </li></ul><ul><li>To have a precise measure of Company know-how </li></ul><ul><li>To have all information to plan next actions </li></ul>Competences needs, training gaps, alignment with pay-grades measures
  8. 8. Perseo approach phases <ul><li>Activities </li></ul><ul><li>It depends of Client’s goals, in this phase we could find, for instance: </li></ul><ul><li>Training programs </li></ul><ul><li>Harings </li></ul><ul><li>Dismissals </li></ul><ul><li>Pay-grades arrangements </li></ul><ul><li>…………… </li></ul>Corrective measures and/or recruitment and/or training planning

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