BEST PRACTICES MATRIX
Developing Human Resources

High USAGE Percentage of companies that use a practice Low

Quadrant IV Quadrant III Expected Ensure recruiting is consistent with legal and ethical requirements Allow employees input on careers Match skills, personality, and ability requirements for a position with individuals being considered Streamline selection process to interview only qualified candidates Delegate Decision making power to lowest level possible Link individual performance measures to corporate goals Manage hiring with budgets and timeliness consistent with overall needs Use a formal system of handling work-related grievances Use a formal system to monitor changes in labor laws and regulations Develop recruiting plans driven by overall business strategy Use a formal program that establishes open and regular communication to employee needs Proven Actively solicit and use input from all employees in aspects of running the business Establish short-term tactical reward system to motivate desired behavior Incorporate customer feedback into the performance review and incentive system Quadrant I Quadrant II Innovative Formally measure the percentage of employees suggestions successfully implemented Formally measure the annual savings from employee suggestions implemented Differentiated Maintain diverse, qualified pool of applicants who are aware of and are well informed about company needs Have a career planning program which provides information about internal job opportunities in various career paths Incorporate customer satisfaction component in the performance review and incentive system Formally measure company's annual employee turnover rate Develop and maintain strong, strategic relationships with external and internal recruitment sources Encourage team participation by incorporating feedback from those with cross-functional responsibility GAP High Degree to which the percentage of high-ROTA firms using a practice exceeds the percentage of all companies using it Low