What are the HRM policies to Close the Workforce Gap?

Make your organization a Knowledge Organization. Establish Knowledge Management, as Knowledge organizations achieve competitive advantage from constant learning.

 Create a learning culture. Turn your organization into a learning organization to enable free flow of communication and exchange of ideas. A learning organization is one that facilitates the learning of all its members and continuously transforms itself. Develop self-learning teams in functional areas to learn for the benefit of themselves and the organization. According to Jack Welch, retired CEO of GE, "The desire, and the ability, of an organization to continuously learn from any source, anywhere - and to rapidly convert this learning into action – is its ultimate competitive advantage.

 Learning by the people within the organization develops into learning by the organization itself, as changes in people's attitudes and behavior can get reflected in changes in the processes and rules that govern the organization's behavior.

 Jack Welch further states “If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don't have to manage them.”

 Jack Welch advised senior managers. "Keep learning. Don't be arrogant by assuming that you know it all, that you have a monopoly on the truth. Always assume that you can learn something from someone else. Or from another GE business. Or even from a competitor. Especially from a competitor."

 Jack Welch, retired CEO of GE states, “An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”

Succession Planning is a strategy of workforce planning that ensures the organization recruits and develops new hires and in-house staff to fill each key role within the organization. The goal is to have " the right people in the right positions at the right time". The focus of succession planning, is on leadership and other positions critical to the mission of the organization at all levels. This process will help to identify and prepare suitable employees to replace key players within an organization as they leave their positions.

One should take proper care of candidates which recruiting them only. He should make sure that the skills of the candidate matches with the requirements of the job. Also in the organisation, with the present employees, they should be trained in such a way that proper candidate get proper thing to do, Right person gets right job and he does proper judgement with his job.

In the process of developing workforce planning objectives and performance measure, the following gap strategies can be chosen to close the workforce gap:

• using a competency assessment model to compare present talent and future talent needs.
• identifying staffing gaps and surplus by tools like recruitment, selection, retention.
• performance management
• succession planning.

Dear friends, Training and Professional Development is the process of improving an employee’s skills and competencies to maintain and improve performance. It includes skills and knowledge attained for both personal development and career advancement. So the employee understands the mission, vision and goals of the organization clearly and act accordingly.