The life cycle of a high-performance workforce

Efficiency in any organization begins at the point of impact — where a worker does a job. Employees with the right skills,
drives, and habits can have a huge impact on your company’s bottom line. Unfortunately, good employees don’t materialize on
their own. It takes fast, reliable information and a system behind it to source, develop, deploy, and reward your workforce so
that people can have the greatest positive impact — for themselves, for you, and for your shareholders.

2 ENGAGE & SELECT

It takes a nimble system to
select promising employees and 5 ENCOURAGE GROWTH 6 ASSESS CURRENT SKILLS
to source reliable contractors Encourage individuals to set Determine people’s current
to meet your objectives. 3 EQUIP 4 SET EXPECTATIONS challenging goals and to skill levels so you will know
Before they can start Executive vision has plan for individual growth. when they’re improving.
working, new hires need to be communicated
ENGAGE specific tools for their jobs. to everyone.
DEVELOP
The cookie-cutter workforce, Some employees find their
if it ever existed, is pure place in an organization right
fantasy in modern business. away, while others need help.
Finding people with the right Either way, learning doesn’t
skills and attitude for your stop when a worker gets to
company takes information, work. A system for setting
judgment, vision, and CLOSE GAPS goals, periodic training, and
resources. And how do you Give underperformers tracking results helps
know what kind of worker you a way to realize manage an employee’s
need at any given moment? their potential. personal growth — and the
growth of the business.
START
1 PLAN
Set your corporate 7 IDENTIFY KNOWLEDGE GAPS
objectives and plan Measure their current skill levels
workforce strategy to against your performance goals,
meet those objectives. and identify gaps.

8 CONTINUAL TRAINING
Manage a training schedule that fits

DEPLOY
learning opportunities into the daily
REWARD 13 CREATE OPPORTUNITIES
activities of your workforce.
The rubber really hits the
Keeping good employees Open doors for
around for a while takes new road when a supplied, trained,
advancement for your 9 PUT PEOPLE IN MOTION
challenges and greater and connected employee gets
high-performing
With the right people in the right to work. Monitoring their
rewards. Investments in employees. 14 ANALYZE places, even a complex global
highly productive employees performance without getting
A real-time information warehouse enterprise can run smoothly.
can really pay off. allows you to measure workforce in their way or losing them —
performance against objectives. MA especially when operations
NA
GE
ME
are spread across the globe —
T
TR IME NT takes a constant flow
AC
KI AC of information.
NG
COU
NT
IN
G

R
BO S
LA ION
AT
REL G
IN
K ET
M AR ICS
ST
O GI
L
12 PROVIDE INCENTIVES 11 PROVIDE SUPPORT G
SA IN
The right compensation plan Should an issue arise that can’t be
LES H IPP VING
S EI
C
will keep employees focused resolved through self-service, your & RE 10 MANAGE COMPLEXITY
on doing the right things, in HR Help Desk puts employees in Your workforce must be managed,
the right way. contact with informed HR personnel. in all its complexity, from global
sales and logistics, to compliance,
labor relations, and time tracking.

PeopleSoft Human Capital Management is an enterprise-wide business strategy to manage, XPLANATiONS® are simple visual maps and stories that make
optimize, and leverage the workforce to drive a higher level of business performance. complex business issues easier to understand. For more information
For more information, contact PeopleSoft at www.peoplesoft.com or 800/773-8277. visit XPLANE at www.xplane.com or call 1/800/750-6467.