Better information for your journey
The National Traffic Control Centre collects real-time information on road conditions.
The Project Control Framework
On 1st April 2008 we launched the Project Control Framework. The Framework sets out how we, together with the Department for Transport, manage and deliver major improvement projects.
Free Traffic Information Seminars
Helping your business get its customers, drivers and goods where they should be, on time and stress-free.
Capability Assessment Toolkit 3
Introducing new and challenging indicators in the area of corporate social responsibility.
Efficiency Gains from Collaborative Roads Procurement
Delivering efficiency and best value is central
ATTRIBUTE 3 PEOPLE
How well we plan, manage, develop and release the knowledge and full potential of our people in order to support our strategy and the effective operation of our processes
INDICATOR 3.1
We use selection procedures to recruit people and then identify, develop and sustain their competencies in line with the needs of the business
This indicator relates to how the organisation recruits people and then, subsequently manages, develops and releases the knowledge and full potential of those people in order to maximise their contribution to the effective achievement of organisational goals.
SELF SCORE
Questions to consider include:
- How effective is the approach to recruiting and selecting people?
- Is there a recognised process for managing and integrating the various stages of the recruitment and selection procedure?
- Are managers trained in interviewing skills to ensure a consistent and equitable approach during the selection of people?
- Is there a systematic approach to people development?
- Is there an effective performance appraisal system?
- How well are training and people development activities aligned with needs of the business?
- How is the effectiveness of training and development programmes monitored and measured?
NEXT STEPS ACTIONS TO DEVELOP OUR CAPABILITY
Where we plan to be in 12 months
Actions to consider include:
- Review the recruitment and selection process to ensure the integration of all aspects (eg advertising, identifying competencies, interviewing etc).
- Ensure that those who interview potential recruits possess the skills to conduct equitable, competency-based interviews.
- Ensure that training and development activities are aligned with organisational goals and needs.
- Consider the establishment of dedicated training and development personnel.
- Ensure the proactive role of managers in developing their staff.
- Establish a systematic management development programme.
- Ensure that the appraisal system is forward looking to address individual needs, in addition to looking back to identify achievement.
- Ensure training and development activities are reviewed and evaluated for their effectiveness.
