Excellence Indicators – People Category

+  Human Resource (HR) plans support the organisation’s strategic goals. The plans cover areas such as talent management and retention as well as employee engagement, satisfaction and development

+  There are talent management plans and programmes to groom future leaders at all levels

+  The learning and development needs of employees are identified and effectively addressed to drive organisational productivity and personal growth

+  The organisation understands the contribution of the employees to the organisation’s success, their needs and expectations, and how best to care for them

+  The organisation encourages and measures employee participation and engagement to ensure high levels of satisfaction

+  There is a performance management system that effectively measures, recognises and rewards high performance and innovative behaviours

1 Human Resource Planning

Interpretation Notes

How the organisation develops HR plans to achieve strategic goals and ensures high performance of employees

Describe how the organisation:

a. Anticipates HR needs and develops HR plans and policies which are aligned to strategic goals and organisational values

b. Identifies and grooms employees for high performance

N1. HR needs may be identified based on external factors such as changes in operating environment and internal factors such as employee demographics, performance absenteeism, turnover and satisfaction levels

N2. HR plans support the achievement of strategic goals by developing workforce capabilities to meet current and future needs

2 Employee Learning and Development

Interpretation Notes

How the learning and development of employees result in higher productivity and personal growth

Describe how the organisation:

a. Engages employees to identify current and new competencies required to meet strategic goals

b. Provides learning and development opportunities to employees to drive organisational productivity and personal growth

N1. The learning and development programmes should take into account job analysis (e.g. the types and level of skills required), organisational direction and timeliness of trainings

N2. Learning and development may occur inside or outside the organisation and involve on-the-job, classroom, computer-based, distance learning, or other types of formal and informal delivery

N3. The review of learning and development effectiveness should verify the knowledge and skills acquired by employees, the impact on the individual’s performance, and the impact on the performance of the organisation

3 Employee Engagement and Well-Being

Interpretation Notes

How the organisation engages employees, and enhances their well-being and satisfaction to improve organisational health and performance

Describe how the organisation:

a. Supports individual and team participation to achieve strategic goals

b. Develops a conducive work environment that enhances employee health and well-being

c. Measures employee engagement and well-being

N1. An engaged workplace is characterised by a high-performing environment where people are motivated to do well and contribute to the success of the organisation

N2. An organisation may use different ways to encourage employees to contribute to the organisation’s strategic goals and enhance a sense of belonging, such as through suggestion schemes, task forces and teams

N3. An organisation may enhance engagement and well-being by supporting the diverse needs of its people, including workplace health promotion, counselling, recreational activities, career and personal development, flexible work hours and family-friendly work arrangements

N4. Employee engagement and well-being may be measured by conducting employee feedback surveys and collecting data on safety, absenteeism, turnover, grievances and well-being

4 Employee Performance and Recognition

Interpretation Notes

How the employee performance management and recognition systems encourage employees to achieve high performance and productivity as well as cultivate work behaviours that support innovation

Describe how the organisation:

a. Supports high performance, productive and innovative behaviours to achieve strategic goals

b. Reinforces desired behaviours and organisational values

c. Provides a variety of rewards and recognition to achieve organisational values and strategic goals

N1. An organisation may use a variety of recognition

 approaches, including monetary or non-monetary, formal or informal and individual or group recognition