Center of Expertise: Creating Teachable Points of View
Empowering Non-HR Decision-Makers with
Consistent Hiring Practices
Many HR functions have created Centers of Expertise (COEs) to bring advanced, specialized thinking to their talent management processes. Typically, talent COEs have been responsible for selection, rewards, development, performance management and succession management.
But as organizations expand, increasingly it’s their managers/line leaders and not HR who are making key decisions that impact performance. The question is: are managers making consistently good talent decisions that will have the greatest impact on driving business results?
Why You Need a COE Point of View
At PDI, we call these frameworks and philosophies a COE’s Point of View. A Point of View can empower managers/line leaders to make hiring and development decisions based on established guiding principles.
It gives them the “how” and “why” hiring/development decisions are made the way they are in your company. And that leads to better talent decisions by non-HR decision makers. It also increases hiring/development consistency across your organization.
Benefits of Having a COE Point of View:
- Improve quality of hiring/development decisions by non-HR managers.
- Develop a consistent approach to hiring/promotion not based on personal desire or style.
- Retain unique characteristics of your talent management system when you outsource HR functions.
- Align outsourcers with your POV, protecting your talent management strategy.
- Help HR leaders respond appropriately and consistently when line leaders challenge talent decisions.
PDI can work with your organization to develop teachable
COE Point of Views—giving you assurance that your talent management system will continue to produce consistent results.