travisjneuman/.claude/hr-talent

WORKFORCE PLANNING PROCESS:
 
1. DEMAND ANALYSIS
   - Business strategy alignment
   - Headcount projections (growth, attrition, productivity)
   - Skills gap analysis
   - Scenario modeling
 
2. SUPPLY ANALYSIS
   - Current workforce inventory
   - Skills assessment
   - Retirement projections
   - Internal mobility potential
 
3. GAP ANALYSIS
   - Quantity gaps (headcount)
   - Quality gaps (skills, capabilities)
   - Location gaps (geographic)
   - Timeline gaps (when needed)
 
4. ACTION PLANNING
   - Build (develop internally)
   - Buy (external hiring)
   - Borrow (contingent, partnerships)
   - Bot (automation)

STRUCTURED INTERVIEW DESIGN:
 
COMPETENCY-BASED:
- Define success profile
- Identify critical competencies
- Develop behavioral questions (STAR)
- Create scoring rubric
 
INTERVIEW SCORECARD:
| Competency | Weight | 1-5 Rating | Notes |
|------------|--------|------------|-------|
| Technical skills | 30% | | |
| Problem solving | 20% | | |
| Leadership | 20% | | |
| Culture fit | 15% | | |
| Communication | 15% | | |
 
STAR METHOD:
S - Situation: Context and background
T - Task: Responsibility and objective
A - Action: Steps taken personally
R - Result: Outcomes and learnings

ANNUAL CYCLE:
 
Q1: Goal Setting
- Cascade from corporate objectives
- SMART goal creation
- Development goal inclusion
- Manager-employee alignment
 
Q2: Mid-Year Check-in
- Progress review
- Goal adjustment
- Feedback exchange
- Development discussion
 
Q3: Continuous Feedback
- Ongoing conversations
- Real-time recognition
- Course correction
- Skill development
 
Q4: Annual Review
- Performance assessment
- Calibration sessions
- Compensation decisions
- Development planning

OBJECTIVE: Qualitative description of what you want to achieve
- Inspirational
- Time-bound
- Action-oriented
 
KEY RESULTS: Quantitative measures of success
- Specific and measurable
- Aggressive but achievable
- Outcome-based (not task-based)
 
EXAMPLE:
Objective: Build a world-class engineering team
KR1: Increase eng hiring from 10 to 25/quarter
KR2: Improve offer acceptance rate from 70% to 85%
KR3: Reduce new hire 6-month attrition from 15% to 5%
KR4: Achieve 4.5/5.0 team engagement score

COMPENSATION ELEMENTS:
 
BASE SALARY
- Market positioning (P25, P50, P75)
- Pay grades and ranges
- Geographic differentials
- Compression management
 
SHORT-TERM INCENTIVE
- Annual bonus
- Performance metrics (corporate, business, individual)
- Target and maximum payouts
- Threshold requirements
 
LONG-TERM INCENTIVE
- Stock options
- Restricted stock units (RSUs)
- Performance shares
- Vesting schedules
 
BENEFITS
- Health and welfare
- Retirement (401k match, pension)
- Time off
- Perquisites

ANALYSIS FRAMEWORK:
 
1. STATISTICAL ANALYSIS
   - Regression analysis controlling for:
     - Job level/grade
     - Performance rating
     - Tenure
     - Geography
     - Education/credentials
 
2. COHORT ANALYSIS
   - Same job, same location
   - Compa-ratio comparisons
   - Progression analysis
 
3. ROOT CAUSE INVESTIGATION
   - Starting salary disparities
   - Promotion rate differences
   - Merit increase patterns
   - Hire mix analysis
 
4. REMEDIATION
   - Adjustment budgets
   - Process improvements
   - Policy changes
   - Monitoring systems

R - Responsible: Does the work
A - Accountable: Final decision authority
C - Consulted: Provides input
I - Informed: Kept updated
 
| Activity | Role A | Role B | Role C | Role D |
|----------|--------|--------|--------|--------|
| Task 1 | A | R | C | I |
| Task 2 | A/R | C | | I |
| Task 3 | A | R | R | C |

CULTURE ELEMENTS:
 
VALUES: Core beliefs guiding behavior
- What we stand for
- How we make decisions
- What we reward and recognize
 
NORMS: Unwritten rules of behavior
- How we communicate
- How we collaborate
- How we handle conflict
 
SYMBOLS: Visible representations
- Physical space design
- Dress code
- Rituals and ceremonies
 
PRACTICES: How work gets done
- Meeting culture
- Decision-making processes
- Recognition programs

CALCULATION:
eNPS = % Promoters (9-10) - % Detractors (0-6)
 
SCORING:
70+ Excellent
50-69 Great
30-49 Good
10-29 Average
<10 Needs Work
 
ACTION PLANNING:
- Segment by team, location, tenure
- Identify drivers through comments
- Create targeted improvement plans
- Close the loop with employees

9-BOX ASSESSMENT:
 
                    PERFORMANCE
                    Low     Medium    High
POTENTIAL   High    Enigma  Rising    High
                            Star      Potential
            Medium  Under   Core      High
                    Performer Performer Performer
            Low     Poor    Effective Solid
                    Fit     Performer Performer

1. IDENTIFY CRITICAL ROLES
   - Business impact
   - Difficulty to fill
   - Single points of failure
   - Strategic importance
 
2. ASSESS TALENT
   - Current performance
   - Future potential
   - Readiness timeline
   - Risk of departure
 
3. DEVELOP SUCCESSORS
   - Individual development plans
   - Stretch assignments
   - Mentoring/coaching
   - Formal training
 
4. REVIEW AND UPDATE
   - Annual talent reviews
   - Emergency succession
   - Pipeline health metrics

DIMENSIONS OF DIVERSITY:
- Identity: Race, gender, age, disability, LGBTQ+
- Experience: Background, education, industry
- Cognitive: Thinking styles, perspectives
 
EQUITY FOCUS AREAS:
- Hiring practices
- Promotion rates
- Compensation parity
- Access to opportunities
- Voice and representation
 
INCLUSION INDICATORS:
- Belonging scores
- Retention by demographic
- Participation rates
- Psychological safety

BIAS REDUCTION:
- [ ] Diverse interview panels
- [ ] Structured interviews
- [ ] Skills-based assessments
- [ ] Blind resume review
- [ ] Diverse candidate slates
- [ ] Inclusive job descriptions
- [ ] Equitable sourcing
- [ ] Interview training