Which of these are true for your organisation?

We have a clear business strategy that includes specific short and longer term goals for the organisation
We have identified the skills and experience that we will need in the organisation to deliver this strategy
We have a clear idea of what skills and experience we have in the organisation at the moment
We have identified the skills and experience gaps that we expect to develop over the next five years
We have a strategic resourcing plan that addresses all these skills gaps and this translates into a recruitment, retraining, development and retention strategy
We know what each of our people’s strengths and talents are – and what they do best.
We know what really motivates our people
We know which of them are in the right jobs for their personal profile (skill, experience, motivation)
We share responsibility for their career development and actively support their career progression
We have a career management programme that encompasses all staff
We identify individual potential and talents – and measure current individual performance
We aim to engage our staff in all aspects of organisational development, so that they remain motivated and committed
We encourage all kinds of learning
We encourage giving and receiving feedback between all the people in our organisation
We have agreed ways for managing people through organisational change
We actively look for ways to encourage sensible career moves within the organisation to get people into the right job for them
We want the organisation to develop with our people’s careers rather than against them
We encourage our people to develop themselves and update their CV regularly to ensure they increase their employability both inside and outside the organisation
We have a mentoring framework which enables everyone to have a mentor
We have a clear idea of our values and what a successful organisation should be like