Week 2 Learning Log Part 2

Most Valuable Information:

As seen below, much like last week, there were unfortunately no replies to the learning log question I posted on SHRM connect. However, after some further research, I was able to discover more information with regard to this week’s topic of completing a capacity audit for an organization and its significance within an organization.

I found some very involved as well as helpful threads on SHRM connect which can be found linked here and cited below:

Sparkas, T. (2017) Capacity Audits. SHRM Connect. Retrieved from: https://community.shrm.org/communities/community-home/digestviewer/viewthread?GroupId=1957&MessageKey=abc26b25-1c08-425d-8399-f99a7ded82a7&CommunityKey=85f521fc-ba03-4926-932f-3e17d3b3827e&tab=digestviewer 

Some of the most valuable information I collected from this thread are as follows:

John Desimone mentioned how completing a capacity audit allows an HR manager to identify areas of weakness that need to be further strengthened as a way to be proactive, by determining developmental needs before a crisis occurs, and determining a plan for the current as well as future audits (Desimone, SHRM Connect, 2017). Because HR is a strategic partner and plays a role in developing a business, John also asked a similar question to mine, which is how to determine which is the most critical capability that needs attention in your firm? (Desimone, SHRM Connect, 2017). I feel that this information will be useful in gathering the insight needed to answer my original question, so I continued reading this thread to gather more opinions on this matter.

 

Joshua Brier raised a valid point in mentioning that an important first step is coming together as a group to before making an executive decision on what should be prioritized during the evaluation process based on a capability audit (Brier, SHRM Connect, 2017).

Valerie Soto elaborated on the recommended guidelines to implement these new strategies. She mentioned that developing a focus, learning for the success of other businesses and developing a rigorous assessment helps an HR manager to further develop the weaker areas within an organization, as based off of a capacity audit (Valerie, SHRM Connect, 2017).

Focus: It is more effective to deliver and exceed the needs for a few targeted capabilities than to diffuse efforts across all capabilities in need (Valerie, SHRM Connect, 2017).

Learn from others:  You can learn from the success stories of other industries/companies that have experienced similar challenges with capabilities and what methods worked for them (Valerie, SHRM Connect, 2017).

Create an assessment: Completing a rigorous assessment helps company executives determine what capabilities will be required for success, and from there the managerial team can decide where to invest their efforts in creating as well as implementing a business plan decision/change. By repeating this process, one can cycle results to determine what is needed for long term benchmarking (Valerie, SHRM Connect, 2017).

 

Mary Dillman mentioned how one should start conversations within other managers and leaders within an organization to review their assessment ratings, performance results, and alignments. With his information, you can determine what capabilities need most attention and which are linked to something that is getting in the way of a successful business strategy that affects the company as a whole from reaching their goals (Dillman, SHRM Connect, 2017).

Application in Working with HR:,

Through the above research, I was able to tie-in the information I found to answer my question in my previous blog: which of the three areas (Talent, Shared Mindset or Accountability) should be addressed with regard to improving first, and why?

The next steps to complete after a capacity audit are to find your areas of focus. For me, I found that Talent, Shared Mindset and Accountability are the three areas that need attention for improvement. Valerie mentioned that is important to focus on one area, as opposed to dispersing the focus across all areas, in order to deliver the improvement needed effectively (Valerie, SHRM Connect, 2017). To determine an area of focus, an HR profession should gather the professional opinions from other mangers and leaders within an organization. Having a group consensus before implementing a plan is important because it allows effective communication and alignment across all branches within an organization. I feel that with my capacity audit, it would be good to gather the input of others in order to determine what is considered the most important area to address first in moving forward and improving the company. Once an area of interest is determined, then you can seek strategies that have worked from other businesses to improve that area as well as implement an assessment to create a plan for implementing a business strategy to improve the determined area of weakness.