OE21TM Course 6

Workforce Excellence       

Course 6 Workforce Excellence

Unit 6 Workforce Excellence

WHO SHOULD BE TRAINED: The Workforce Excellence standards, unlike the Operations, Customer, and Leadership Excellence standards, applies to ALL managers and senior leaders. For this reason, we have added special "Do it Yourself" Training Workbooks and Quizzes for Workforce Excellence. See the OE21 Learning and Assignment Process. Each training participant will spend an estimated 16 to 32 hours (at their own pace and timeframe) in learning the Workforce Excellence Process. Once this training is finished the participants split up into their four focus teams (Leadership, Customer, Operations, and Workforce) and move straight into the implementation of all 27 OE21 standards and tools.   

WHO SHOULD IMPLEMENT WORKFORCE EXCELLENCE: Human Resources Manager(s), Work Unit Managers, and Supervisors of employees. Students are intended to become members of the Workforce Focus Team (WFT). The WFT is accountable for Workforce Excellence results, including workforce satisfaction/engagement, workforce capability and capacity, workforce learning and development, and workforce performance outputs and rewards. One or more of the WFT students may be designated as OE21 Facilitators (Internal Consultants) who guide the other WFT members in the implementation of the OE21 Workforce standards and tools. 

WHAT YOU RECEIVE:

  • HPO21 Institute Certificate of Completion - Workforce Excellence. This certificate indicates that you have completed the Unit 4 Workforce Excellence Implementation

  • Workforce Excellence Decision Support Tools: Downloads and licenses to use the following Decision Support Tools:

WORKFORCE FOCUS TEAM (WFT) SURVEYS

  • WFT 5.1b Voice of Workforce Assessment (survey)

  • WFT 5.2a Work Unit Performance Assessment (survey)

  • WFT 5.2a Manager Engagement (survey)

  • WFT 5.2b Course Training Effectiveness (survey)

  • WFT 5.2b Education and Training Needs Assessment (survey)

  • WFT 5.2b Workforce and Leader Learning Development (survey)

WORKFORCE FOCUS TEAM (WFT) SHEETS AND DOCS

  • WFT_5.1a_Workforce_Capability_Capacity_Calculator (.xlsx)

  • WFT_5.1b_Work_Unit_Satisfaction_Matrix (.xlsx)

  • WFT_5.1c_Workforce_Excellence_Action_Plan (.xlsx)

  • WFT_5.2a_Work_Unit_Performance_Matrix (.xlsx) 

  • WFT_5.2a_Manager_Engagement_Estimator (.xlsx) 

  • WFT_5.2b_Workforce_Leaders_Learning/Development (.xlsx)

  • WFT 5.2b Senior Leaders Performance Rewards (.xlsx)

  • WFT_7.3_PMS_Workforce_Excellence_Metrics (.xlsx)

Module 1 - 5.1 Workforce Environment

VALUE ADDED - (MANAGERS) - Organization Managers who successfully implement this OE21 Standard will understand and be able to accomplish the following workforce excellence actions:

  • Measure individual and total organization capability compared to requirements

  • Measure total organization capacity compared to current and future demand and availability

  • Help establish new workforce members acquisition process

  • Help implement workforce change management

  • Help implement work accomplishment process

  • Help improve worker satisfaction with the workplace environment (multi-factors)

  • Help improve worker satisfaction with workplace benefits and policies

  • Help implement an Action Plan for improving workforce capability and capacity

  • Use the following Workforce Excellence Decision Support Tools:

    • WFT 5.1 Voice of Workforce Assessment (online survey)

    • WFT 5.1a Workforce Capability and Capacity Calculator (spreadsheet tool)

    • WFT 5.1b Work Unit Satisfaction Matrix (spreadsheet tool)

    • WFT 5.1c Workforce Excellence Action Plan (spreadsheet project manager tool)

    • WFT 7.3 PMS Workforce Excellence Metrics (spreadsheet metrics/trend chart tool)

VALUE ADDED - (ORGANIZATIONS) - Organizations will benefit as their managers become "internal consultants" who have the knowledge and tools to help the organization achieve these capabilities and results:

  • The organization has estimates of workforce capability vs. requirements

  • The organization has estimates of current workforce capacity and future needs

  • The organization has improved processes for workforce acquisition (recruit/hire)

  • The organization has the data and tools for implementing workforce change

  • The organization is using Standard Operating Procedures (S.O.P.) to document and manage work

  • The organization conducts regular Voice of Workforce (VOW) assessments

  • The organization uses the Work Unit Satisfaction Matrix to determine work unit satisfaction trends 

  • The organization incorporates Work Unit Satisfaction data into its Human Resources Plan

  • The organization updates the Workforce Excellence Action Plan with workforce environment actions

  • The organization has selected and is tracking workforce-related metrics in its PMS metrics tools

Module 2 - 5.2a Workforce Engagement

VALUE ADDED - (MANAGERS) - Organization Managers who successfully implement this OE21 Standard will understand and be able to accomplish the following workforce excellence actions:

  • Measure workforce engagement (using two engagement analysis dashboard views)

  • Measure workforce performance in seven key areas

  • Measure quarterly workforce performance by work unit (teams)

  • Allocate rewards ($ or other rewards) to work units based on quarterly performance ratings

  • Use all of the above to improve workforce engagement and performance

  • Help improve workforce engagement and performance

 

The Workforce uses the following Workforce Excellence Decision Support Tools:

  • WFT 5.2a Manager Engagement (online survey)

  • WFT 5.2a Work Unit Performance Assessment (online survey)

  • WFT 5.2a Manager Engagement Estimator (spreadsheet tool)

  • WFT 5.2a Work Unit Performance Matrix (spreadsheet tool)

  • WFT 5.2a High-Performance Rewards (spreadsheet tool)

VALUE ADDED - (ORGANIZATIONS) - Organizations who invest in training one or more of their managers in this module, will benefit as these managers become "internal consultants" who have the knowledge and tools to help the organization achieve these results:

  • The organization estimates manager engagement (two dashboard analysis tools)

  • The organization improves processes for workforce engagement

  • The organization estimates work unit performance in seven key areas that drive results

  • The organization measures and improves plans for workforce performance

  • The organization selects and tracks engagement-related metrics (key trends and action plans)

  • The organization has a high-performance rewards system (performance points by work unit)

  • The organization updates its Workforce Excellence Action Plan with workforce engagement results

  • The organization selects and is tracking workforce engagement metrics (key trends/action plans)

Module 3 - 5.2b Workforce and Leader Development

 

VALUE ADDED - (MANAGERS) - Organization Managers who successfully implement this OE21 Standard will understand and be able to accomplish the following workforce excellence actions:

Helps the organization create or improve its workforce and leader development processes, including:

  • Position Descriptions (documented)

  • Career Road Maps (documented)

  • Training Needs (assessment)

  • Training Effectiveness (assessment)

  • Process Effectiveness (assessment)

  • Process Improvement (assessment)

  • Strategic Contribution (assessment)

  • Workforce Engagement (assessment)

  • Workforce Diversity & Respect (assessment)

•Use the following Workforce Excellence Decision Support Tools:

  • WFT 5.2b Course Training Effectiveness (online survey)

  • WFT 5.2b Education and Training Needs Assessment (online survey)

  • WFT 5.2b Workforce and Leader Learning Development (online survey)

  • WFT 5.2b Workforce Leaders Learning Development Matrix (spreadsheet tool)

  • WFT 5.2b Senior Leaders Performance Rewards (survey and spreadsheet tools)

VALUE ADDED - (ORGANIZATIONS) - Organizations will benefit as their managers become "internal consultants" who have the knowledge and tools to help the organization achieve these capabilities and results:

 

  • The organization has inventoried its learning and development system tools

  • The organization conducts Workforce and Leader Development surveys

  • The organization applies the OE21 Workforce Leaders Learning Development Matrix for analysis

  • The organization has implemented organization position descriptions

  •  The organization has implemented career road maps for all key positions

  • The organization conducts course training effectiveness of its key internal training courses

  • The organization determines its immediate needs for new education and training programs

  • The organization integrates workforce and leader development results in its Strategic Plan

  • The organization updates Workforce Excellence Action Plans with workforce leader development data

  • The organization selects and tracks workforce/leader development metrics (key trends/action plans)

Module 4 - 7.3 Workforce Focused Results

 

VALUE ADDED - (MANAGERS) - Organization Managers who successfully implement this OE21 Standard will understand and be able to accomplish the following workforce focused results actions:

Helps the organization create or improve its workforce focused results, by:

  • Including Trend Chart results for Baldrige Framework Item 7.3 Workforce-Focused Results

  • Conducting Organization Performance Reviews of Key Process Indicators (KPIs)

  • Implementing continuous improvement toward excellence of Results

  • Ensuring that the organization is focused on results

  • Aligning results targets (goals) with key organization needs

  • Improving decision making based on facts and trends of key results

  • Creating opportunities for innovation to solve problems or improve performance in all areas of the organization

The organization uses the following Workforce Excellence Decision Support Tools:

  • WFT 7.3 Performance Measurement System (PMS) with Workforce Excellence Metrics

VALUE ADDED - (ORGANIZATIONS) - Organizations will benefit as their managers become "internal consultants" who have the knowledge and tools to help the organization achieve these capabilities and results:

 

  • The organization selects good measures for workforce focused results, including workforce capability and capacity, workforce climate and environment, workforce satisfaction and engagement, and workforce and leader development

  • Selects and implements a Performance Measurement System (PMS) - or uses the OE21 PMS spreadsheet model for tracking trends and action plans for workforce excellence.

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