Current Situation
Traditional coaching, mentoring, and training methods follow a one-size-fits-all approach. Standardized programs, while efficient, overlook individual aspirations, competencies, and learning curves, leading to potential skill mismatches and employee disregard. Traditional models often overlook the concept of creating a “road map” tailored to individual employee journeys or relegate to an afterthought once a standard pathway is selected by the employee.
Goals and Objectives
Goal:
Integrate coaching, mentoring, and personalized road maps to foster a skilled workforce that is deeply engaged and aligned with the organization’s long-term goals.
Strategies:
Identify individual employee strengths and areas for growth to build development plans and ensure frequent comms between employees and management around goals alignment.
Technology Deployed
Personality assessments
Recognition and ERGs
AI-driven mentor matches
LMS/LXM
Employee feedback, sentiment, comms, and surveys (voice of the employee)
Dynamic skills architectures
Skills assessments
Goals and performance management
Use Case Summary
Organizational leaders set OKRs and build frameworks for skills needed to execute through and to OKRs as performance goals. As OKRs are ingested into divisional HR and the line of business, employees are assigned components, projects, and tasks based on their roles and continuous comms, interests, goals, and feedback. As execution through business goals gets started, AI helps map employee skills and performance to and through assigned tasks highlighting gaps in skills, experience, and training that fail to render success under current assignments.
HR and managers assess performance against goals alignment between individual feedback and OKR assignment to determine where individually configured training and the transfer of best practices between individual, compatible employees can improve on outcomes.