STHRM will create and implement effective policies to resolve problems before they become a significant issue.

 

 

 

 

 

 

 

 

 

 

STHRM Talent Management
Performance Systems, Position Description, Job Analysis, Coaching, Retention Programs

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Performance Systems
STHRM will develop a customized performance management appraisal to assist in evaluating associates strengths and organizational areas of concern. Timely communications with proper documentation are important for associates to know they are meeting expectations and areas requiring improvement. We will train your managers and supervisors to conduct effective performance appraisals.

Position Description
A summary of the most important features of the job, including the general nature of the work performed, specific task responsibilities, and employee characteristics required to perform the job.

Job Analysis
Systemic study of the tasks comprising a job; the knowledge, skills, abilities required to do the job, time factors, situations factors such as technology uses, physical aspects, information flows, interpersonal and group interactions, and historical traditions associated with the job. Job analysis provides the information needed for many human resource management processes, including job evaluation, and performance appraisal.

Coaching
Your organization will use this process to identify specific organizational needs and the skills required to meet those needs. Along with efficiency evaluations, you can expect improved systems for associate selection and deployment. Associates may use the programs and service components of Career Coach to identify their career strengths, as well as areas for improvement in knowledge and skills relating to organizational goals. Together, the evaluation process, coaching programs, and consulting services of Career Coach result in a heightened employee and organizational focus toward meeting a company's goals.

Retention Programs
Systemic study of the tasks comprising a job; the knowledge, skills, abilities required to do the job, time factors, situations factors such as technology uses, physical aspects, information flows, interpersonal and group interactions, and historical traditions associated with the job. Job analysis provides the information needed for many human resource management processes, including job evaluation, and performance appraisal.