Employee Portfolio

TL;DR

Employee portfolios in workforce planning categorize employees based on their value and uniqueness. HR systems are tailored to each category.

Transcript

let's take a look at the use of an employee portfolio in Workforce Planning and Development unemployment portfolio Maps the types of employees based on the strategic value and uniqueness of their contributions the strategic value of certain positions influences whether a company will retain those positions internally or turn to an external labor so... Read More

Key Insights

• ⚾ Employee portfolios categorize employees based on their strategic value and uniqueness.
• 💯 Core employees contribute directly to a firm's core competencies and receive long-term investment in development and benefits.
• 🍉 Job-based employees create value but may not receive the same level of investment in long-term development.
• 🥰 Contract workers are used for non-strategic tasks and are managed through compliance-based HR systems.
• 🥰 Alliance partners have unique contributions but limited strategic value, leading to collaborative-based HR systems.
• 🥰 HR systems should align with the potential contributions and long-term success of the company.
• 🥰 Different approaches to HR investments emerge based on employee categories.

Questions & Answers

Q: What are the four types of employment groups in employee portfolios?

The four types are core employees, job-based employees, contract workers, and alliance partners. Core employees contribute directly to a firm's core competencies, job-based employees create value, contract workers perform non-strategic tasks, and alliance partners have limited strategic value but unique contributions.

Q: How are commitment-based HR systems used for core employees?

Commitment-based HR systems invest in the long-term success of core employees. This includes extensive development of competencies, empowerment, feedback, long-term incentives, and fostering a long-term orientation to achieve company success.

Q: What is the focus of productivity-based HR systems?

Productivity-based HR systems are used for job-based employees. They prioritize immediate contributions and efficiency. The emphasis is on standardized jobs, selecting external candidates who can contribute immediately, and rewards focused on productivity improvements.

Q: How are compliance-based HR systems utilized for contract workers?

Compliance-based HR systems are designed for contract workers. They emphasize meeting rules, regulations, and procedures. Tasks are limited in scope and duration, with standardized job descriptions, limited training, hourly wages, and performance based on specific goals or tasks.

Summary & Key Takeaways

• Employee portfolios map employees based on their strategic value and uniqueness of contributions.

• Companies have four types of employment groups: core employees, job-based employees, contract workers, and alliance partners.

• Four approaches to HR investments emerge: commitment-based, productivity-based, compliance-based, and collaborative-based HR systems.