the staffing equation - cio summit 2010
DESCRIPTION
The Staffing Equation: Strategies to Address Key Workforce Risks and Close the Capability Gap.TRANSCRIPT
The Staffing Equation: Strategies to Address Key Workforce Risks
and Close the Capability Gap
Presented by Paul Wood
OPRA Consulting Group
Agenda
• The Latest Trends & What will shape the next 3-5 years
• Recruitment Trends: Talent will be available
▫ Strategy 1: Know what you are looking for and how to attract it
• Training Trends: Diverse resources
▫ Strategy 2: Be flexible
• Retention Trends: Focus on talent management
▫ Strategy 3: Move with the times
• Leadership and Management
▫ Staying ahead of the game (it’s changed!)
• Human Capital Management Systems
▫ The move towards integrated data
The Latest Trends
• Employers:▫ Pessimistic
▫ Salary/hiring freezes
• Employees:▫ 64% of New Zealanders intend changing organisations
within the next year(Kelly Global Workforce Index, 30th January 2010)
▫ The best talent is often the most mobile
What will shape the next 3-5 years in the
Staffing market?
• Ability to attract the best staff▫ Employment branding/signature Who are you? What is it you offer? What makes you different?
• Ability to retain the best staff
▫ Career Development: Source of dissatisfaction for 55% of New Zealanders (Kelly Global Workforce Index)
▫ Technology Driven Flexibility: The changing nature of where and when people work
Recruitment Trends:
Talent will be available
• The key to successful hiring is knowing:
▫ Knowledge of role success factors ▫ Understanding person-organisation / culture fit▫ Attracting top talent at any level of your organisation
Remember to recruit strategicallyconcentrating on Person/Organisation Fit
In the ever increasingly competitive marketplace organisations can no longer afford not to have the best talent
Strategy 1:
Know what are you looking for and how to
attract it
Application of Strategy 1:
Understanding role success factors and
organisational culture
Ernst & Young:
• Job analyses and culture surveys
• Technical and core competencies
• Potential, performance and values
Application of Strategy 1:
Technology Driven
Ernst & Young:
▫ Pandora Channel
▫ Careers Facebook page
▫ Facebook Application
▫ Online tools
▫ Virtual tour of workspaces
Training Trends:
Diverse Resources
• Good training will:
▫ Involve blended learning▫ Contain formal and informal components▫ Focus on specific needs▫ Be ongoing▫ Clearly link to career development
• Flexibility is crucial!
Different information - different mediums, different people -different learning styles!
Strategy 2:
Be Flexible
Application of Strategy 2:
Maximise available resources
• Employee Access and Awareness
Retention Trends:
Focus on Talent Management
• 80% of New Zealanders say mobile communication technology has boosted personal productivity.
• 76% say the ability to be in constant contact with the office is a positive development, despite more than a third now working longer hours!
• 89% view telecommuting, or working from home/remotely as positive.
Employers embracing technological enhancements likely to increase productivity and be seen as employers of choice
Strategy 3:
Move with the times
Application of Strategy 3:
Flexibility Across Common Dimensions
Deloitte Product:
▫ Generational Differences
▫ Undulating Journey
▫ Multiple Streams
▫ Empowerment
Leadership and Management:
Staying ahead of the game (it’s changed)
• Reducing Paternalism
• Coaching not commanding
• Nurturing autonomy
• Generating loyalty and Morale
• Tomorrow has arrived
People join organisations and leave managers!
Human Management Capital Systems:The move towards integrated data
• A Holistic Approach
• Long-Term Solutions
Recruitment
Performance
Culture
Exit
Avoid being data rich and information poor!
• This is where IT & HR meet and both have a critical part to play
• OracleHCM article (Livingstone, Richey & Kirsanoff, 2010):
▫ Hold all your people data in one place
▫ System needs to have capability to cover the entire employee life-cycle
▫ Whole organisation working as “one talent management team”
“Integration of talent management processes, systems and data (this is key!)”
“You need integrated processes with an application/infrastructure backbone to support them. While the CIO may have a systems focus with a lack of sympathy for
HR needs, his/her demands actually will enable HR to gain better process focus.”
Where we are at and where we are moving
towards
Summary• Recruitment Trends: Talent will be available
▫ Know what you are looking for and how to attract it Technology driven and proactive
• Training Trends: Diverse Resources▫ Be flexible Maximise available resources
• Retention Trends: Focus on Talent Management▫ Move with the times Flexibility across common dimensions
▫ Maximising leadership while reducing management
• Human Management Capital Systems▫ Holistic and Integrated