Department Manager or Line Manager of People Survey

Thank you for agreeing to complete our Skills and Careers Management survey. Please select the 'importance' that you, as a Department Manager

or Line Manager of People, believe each statement holds to the success of your role, regardless of if you have addressed the issue or not.

The survey closes on April 30th 2020, and we will email you once the aggregated results have been published on our website, so don’t forget to include your email address below. Thanks again for your participation.

Name

First Name

Last Name

Email

Industry

Number of employees in you organisation

As a Department or Line Manager, I need to comprehensively understand all the Skills, Interests, and Ambitions within my team.

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As a Department or Line Manager, career pathways and opportunities should be presented to my team members based on their skills assessments and skills gap analysis.

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As a Department or Line Manager, I need to dramatically reduce the time it takes to fill vacancies whilst minimise the cost, both financial and to my own career, associated with 'bad hires'.

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As a Department or Line Manager, candidate shortlisting should be based on a data driven comparison of their skills and experience, not subjective keyword matching or, worst still, gut feel.

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As a Department or Line Manager, projects should be resourced by analysing our recorded skills and verification data, not purely the 'retained memory', and potential favouritism, of individual workforce planners.

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As a Department or Line Manager, my outsourcing, staff augmentation, and managed services providers need to be evaluated against clear, transparent, and measurable descriptions of the capability being sought and provided.

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As a Department or Line Manager, I must be able to conduct engaging and transparent retrospectives, formal 360 reviews, and or staff surveys 'on demand', not at fixed intervals.

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As a Department or Line Manager, training and testing within my team should be prioritised based on identified skills gaps and or regulatory compliance risks, not those that ask the most.

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As a Department or Line Manager, we need better ways to measure the outcomes and benefits derived from staff training.

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Additional Comments

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