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Developing and Managing Your Workforce: Strategies for Success

• Hiring all the necessary skills and knowledge for your workforce is unlikely and expensive, so it's important to develop the talents of your existing employees.
• A unique professional development plan should be created for each employee, which should be implemented consistently over time.
• Annual personal evaluations can be used to integrate personal training and education plans for each employee.
• Mentoring can help new employees transition into the organization and should be used as a support system.
• A formalized mentoring system is especially necessary for entry-level employees who have little to no experience.
• Technical and update training should be provided to maintain and expand the skills of employees.
• Cross-training employees to gain skills and knowledge in areas outside of their current skillset or job responsibilities can expand the flexibility and coverage of the workforce.
• Succession planning should be implemented to ensure that businesses can continue to run smoothly after important people move on to new opportunities, retire, or pass away.
• Personnel resources should be reviewed to identify current capacities and growth potential, and compared to current and future needs.
• An environment should be created where current employees can be considered for new positions before looking outside the organization.
• Self-retirement and other aging out factors should be considered when identifying future needs.
• Identifying and grooming a successor should be done as soon as possible, as it can benefit the current position and prepare for future career challenges.

Developing and Managing Your Workforce: Strategies for Success

• Hiring all the necessary skills and knowledge for your workforce is unlikely and expensive, so it's important to develop the talents of your existing employees.
• A unique professional development plan should be created for each employee, which should be implemented consistently over time.
• Annual personal evaluations can be used to integrate personal training and education plans for each employee.
• Mentoring can help new employees transition into the organization and should be used as a support system.
• A formalized mentoring system is especially necessary for entry-level employees who have little to no experience.
• Technical and update training should be provided to maintain and expand the skills of employees.
• Cross-training employees to gain skills and knowledge in areas outside of their current skillset or job responsibilities can expand the flexibility and coverage of the workforce.
• Succession planning should be implemented to ensure that businesses can continue to run smoothly after important people move on to new opportunities, retire, or pass away.
• Personnel resources should be reviewed to identify current capacities and growth potential, and compared to current and future needs.
• An environment should be created where current employees can be considered for new positions before looking outside the organization.
• Self-retirement and other aging out factors should be considered when identifying future needs.
• Identifying and grooming a successor should be done as soon as possible, as it can benefit the current position and prepare for future career challenges.