By Guy W. Wallace, CPT
Greetings!
This issue’s article addresses the use of the Performance Model (PM) and the Enabler Matrices (EM) in driving the requirements for the products and processes of the Human Asset Management Systems (HAMS). The PMs and EMs also feed the Environmental Asset Management Systems (EAMS), which is the intended subject for future articles.
In this issue I will discuss the 3rd and 4th HAMS of the EPPI model: Recruiting/Selection systems and Training/Development systems. (See Figure 1.)
The process itself and the enabling HAMS and EAMS are the three key variable-sets to focus on. Always begin with the process itself, then look at the HAMS and EAMS in terms of whether their compatibilities reliably, effectively, and efficiently enable the processes. In overview, the Recruiting and Selection Systems provide the strategies, plans, and mechanisms for first recruiting and then selecting the best candidates in the right quantities, consistent with the Staffing and Succession plans and populating the organization’s jobs.
This system takes the human enablers that are deemed to be “required” in the new hire or transferee and creates recruiting instruments to identify and select candidates. Some enablers may be showstoppers because T&D cannot bridge the attributes gap, yet the enablers’ importance is situationally dependant. This system must bring humans into the enterprise that possess as many as possible of the human attributes needed.