Sitting with a Manufacturing Operations Manager, Shift Supervisor, Human Resources Director and three other people to discuss developing a ‘Talent Pool Development Program.’
Weaknesses in people
While developing goals and objectives for progress, the HR Director asked, “Shouldn’t we also identify the weaknesses of those who did not complete the program, that way we can identify people with similar weaknesses and eliminate them from the process?”
Effectiveness of Process
My response “Perhaps we can identify what about the process was effective last time, how the people were chosen and the set-up of the mentoring process. Plus interview the mentors and the people who were successful and ask what about this process was effective for them? How they found value? And if the process was a little better what would have been done differently? Then use that information to strengthen the system to drive the desired behaviors and outcomes we are all looking for.”
Different information can be found with either response.
What can you do with the information?
Weaknesses in People
Effectiveness in the Process
What do you think?
Is there a need to identify weaknesses and gaps in people? If so, when is that most useful to achieve the results you are looking for? How might you better respond to the question asked by the HR Director?