Employer of Choice Model

Employer of Choice Model

Implementation of effective business strategy requires commitment, engagement, respect, recognition and fair treatment at all levels in the organization.  Translating business strategy to results depends on the Human Dynamics of your organization and their knowledge, skills and abilities to carry out that strategy and achieve desired end results.

Impact of Human Dynamics

Impact of Human Dynamics

 

An example of this type of alignment is contained in research conducted by the United States Transportation Research Board regarding an evolution in thinking and strategy.  The dimensions of change leading to this transformation include:

  • Shift in strategic mission from a “provider of capacity” and “owner of assets” to a “manager of mobility”
  • A change in measures of success from service outputs to measures of the customer experience and outcomes
  • An expansion of sustained relations and communications across modes, organizations and jurisdictions
  • An expansion of formal and informal arrangements that integrate facilities, equipment, systems, services, functions and resources across organizations
  • Full-scale introduction of state-of-the-art information technologies to support customer focus and integration across organizations
  • Introduction of new or altered functions, business units, skills, and systems to support the new strategic mission
  • Adopting components of this model requires the need to adapt and align human resources strategies such as ensuring that employees have the most appropriate skills to deal with the enhanced focus on the customer, inter-relationships and technologies.

 


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