Recruit and select the right people for the right roles.
Attract those people.
Onboard them so they can deliver better results faster.
Assess performance drivers.
Develop skills and knowledge for current and future roles.
Say "please" by providing clear direction, objectives, measures, etc.
Support with the resources and time require for success.
Say "thank you" with recognition and rewards.
Monitor peoples' performance over time.
Assess their situation and potential.
Plan career moves/succession planning over time.
Migrate people to different roles to fit their needs/life stage and company needs.
It's critically important to get the role scope right and to get others aligned around that scope. Be clear on the role's responsibilities, authority, and interactions with others. Then get clear on the required strengths, motivation, and fit. Then make sure all the key people that will interact with the new person in this role agree on these. Tool A5.1 can help.
Look internally whenever you can. Promoting someone may be the ultimate form of recognition and sends a powerful signal to others in the organization. But, don't compromise. If you have to go outside to get the best people, ...