This was an awesome week of learning! I started this journey last spring and let life get in my way of completing what I had started. I was so nervous starting this week. My approval process took longer than expected so I started class late. I was a ball of nerves.
I was so excited learning new things. I was ecstatic learning that there were many students in my class that works for the same company. As we learned about different systems, I fell on familiar territory.
I thought Workday was an ECA tool. I was surprised that it is universal and that there are so many different talent management tools available. I never had the pleasure of working with PeopleSoft, which was co-founded by David Duffield, but now I have the opportunity to work with his creation of Workday.
This class challenged me to study and learn more about Workday. I took more time to learn all that it has to offer me as a manager. I also challenged my staff to learn more about it so they can become comfortable with the process. I shared with them about my class and informed them they can add Workday to their resumes.
I also learned how important talent management is to businesses. As a manager, I have to depend on my HR team to assist me with screening, recruiting and hiring staff. Without their assistance, it could take me hours upon hours to go thru the process the recruit and hire the right talent. I understand and value them for creating a seamless process.
This week also encouraged me to continue to create my presentation on training and development of personnel. I want to have all steps covered so employees are trained and ready for advancement within the company. My company does not have a succession plan for employees that want to grow within the company.
I spoke with my regional vice president this week and she is very excited to see what I put together. I also took the initiative to request to train the newly hired admissions staff. This step will help me develop the needs and expectations of what they expect for their new career. This plan will also save the company money by reducing turnover of quality employees.
The biggest area of opportunity I faced this week was building a competency model and career path. When I first looked at it I was excited about putting it together. Once I started I was overwhelmed and did not understand the proper steps. I reviewed model after model until they were all a storm in my head.
This is an area I want to become very familiar with to assist me with my succession plan presentation. I found I am going to have to dig deeper to present all the different steps of my plan. Placing it in a competency model will be a great visual tool to show my superiors. Creating a good competency model will help the employee understand their skill and expertise they will need for their jobs. It will also help my company define the different competencies needed to be a successful admissions representative. It can also help define the next steps to grow in their career.
The wow moment for me this week was reading how some of my classmates are qualified for promotion but stuck in their current position. This was so familiar to my past employer. It saddened me to hear this but motivated me to be a better manager for my employees.
My last director position I encouraged my top employee to go for a program director position. I was very happy when he was promoted. The downside was I did not prepare or train someone to fill his position. My area suffered until I found a strong replacement. This whole week of learning came full circle with my career and with my succession plan to promote growth and opportunity! I am eager to learn more and to be able to use what I am learning in my day to day work.
www.workday.com
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