Workforce and Priority Planning – It is critical to the success of the individual and the institution that we have the right people, doing the right thing, at the right time. It is important for managers to be strategic about the roles they are looking to fill. All roles should roll up to help IUPUI reach our strategic goals.
Recruiting – Developing the most effective approach to finding, recruiting and selecting the best-fit candidate is a cornerstone of IUPUI’s success. To learn more about this process, check out the Recruitment and Outreach page. For more information on following the proper search and screen process, please use the available training.
Onboarding – It is crucial to ensure new employees coming to IUPUI get off to a positive start. One way to do this is to ensure they attend HRA’s orientation, and are part of an impactful departmental orientation. However, onboarding is much more than orientation. Most onboarding programs are designed to last six or more months. Part of the onboarding process means co-creating a success profile (what will success look like in the first six months), discussing goal alignment, distributing checklists for training and initial responsibilities, assigning a buddy or a mentor, scheduling regular one-on-one meetings to provide support, and creating an inclusive environment for the new employee.
Goal Setting – All employees should know the university’s, IUPUI’s, and the department’s strategic plan. More importantly, individuals should know what role they play in making those strategic plans a reality. Supervisors can use goal setting to align performance with strategic objectives.
Performance Management – All employees should experience ongoing, productive, and continuous communications that help them succeed in their role. These areas of communication include clarifying expectations, setting performance standards, evaluating performance and providing effective feedback. To learn more about how to effectively manage performance, please review the Performance Management Learning Module. The templates for performance evaluations can be found on the Performance Management page.
Coaching – Executive coaching is one way to engage individuals in managerial and leadership roles. Executive coaching is a helpful relationship in which the coach serves as a “thought partner” and uses a variety of behavioral techniques and assessments to assist the client in reaching their goals. The intent of this relationship is to improve professional performance and increase overall leadership effectiveness.
Please note, effective proactive coaching should be provided to all employees.
Assessments – Assessment tools, such as a 360 evaluation, provides an opportunity for leaders to receive holistic and constructive feedback.
It is important to note, all employees should receive an annual performance evaluation. Please see the Performance Managementpage for guidance and performance evaluation forms.
Leadership and Professional Development – All employees, regardless of their role should be afforded the opportunity to engage in learning experiences that will benefit them, and the university. There are multiple programs offered which can provide such learning opportunities for IUPUI employees. One way to ensure all employees are aware of, and have a plan for development, is through the use of an Individual Development Plan (IDP). Check out the IDP Quick Start Guide, IDP Preparation Questions, IDP Potential Activities and the IDP.
Total Compensation – To be competitive in attracting and retaining high quality employees, we maintain a comprehensive total compensation package. Managers should inform employees of the elements involved in our total compensation.
Individualized Plan – No two people are the same, and the way to reward them should not be either. As a manager, it is imperative to get to know your employees, understand what they are passionate about and identify what is meaningful to them.
Recognition – As an institution, recognizing our accomplishments is of high importance. As managers, this should be a priority for engaging employees. Recognition comes in the form of acknowledging, honoring, encouraging, and supporting individuals to aid in our success.
Succession Planning – This is a strategic process by which managers and leaders identify and develop internal talent with potential to possibly fill key or critical roles within IUPUI.
Need assistance with talent management? Please email firstname.lastname@example.org.