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This toolkit, created for the exclusive use of our portfolio companies, compiles insights and resources designed to support you on your HCM journey. We tapped diverse expert perspectives, including senior Wellington personnel and external advisors with deep experience leading talent and human resource functions at everything from early-stage start-ups to established companies.
The resources provided here are not one-size-fits-all, and we encourage you to think of them as places to start. However, our goal is to save you time and steer you in the right direction by offering ideas about establishing best practices.
Our Human Capital Management Tool Kit
How a company recruits, hires, and onboards talent impacts most other HCM outcomes. Ensuring success with employee development and engagement; building a strong, inclusive culture; and creating a competitive compensation and benefits approach all start with smart, effective talent acquisition.
Source: “The formula for employee engagement,” O.C. Tanner.
Investing in employee development and engagement can help private companies retain talent and save costs associated with turnover. As private companies often have fewer employees, this means a higher percentage of projects, customers, and colleagues may be directly impacted by individual departures.
Policy handbooks and templates:
Source: James Harter, et al., “Gallup Q12® Meta-Analysis,” October 2020.
Establishing a corporate culture and setting guidelines on diversity, equity, and inclusion (DEI) early on, as part of growth strategy, may help lead to long-term success. Research shows that companies with strong cultures can generate higher returns than their peers.1 A sense of purpose can unify employees around a common mission, strong values can help companies endure periods of disruption, and a diverse workforce can be a competitive advantage.
Source: “SHRM research informs global workplace culture model,” SHRM, 27 November 2023.
Creating an effective compensation and benefits program is one of the most important steps a new company must take. The best plans motivate employees to achieve defined business objectives, align their interests with investor outcomes, and improve financial performance. Employers must also work to keep their plans equitable to maintain employee confidence and engagement. Effective compensation equity policies can improve the likelihood of exceeding financial targets, attracting talent, and driving innovation.2
Source: Ben Wigert, “The top six things employees want in their next job,” Gallup, 21 February 2022.
1Benjamin Larker, “Culture is a Company’s Single Most Powerful Advantage. Here’s Why,” Forbes, 23 April 2021.
2Carolyn Crist, “Pay equity may matter more than pay rate, Bersin report says,” HRDive, 22 March 2023.
The information provided herein is general in nature and does not constitute legal advice or a recommendation as to the best practice outcome in any specific situation. It is important that any templates or guidance derived from this website be evaluated in the context of the organization's culture and voice, and that any local practice or legal considerations based on the nature of the organization’s work, size of the employee population, and location of offices are considered. Additionally, please be aware that information on this website may not reflect current or emerging best practices, and any links to other third-party
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