Delivered by Dr Paul Wood (Head trainer at OPRA in New Zealand at the time) at the CIO Summit in New Zealand in 2010, this presentation discusses the strategy to attract and retain the most talented and valuable staff, who are incidentally the most mobile in a competitive market. The strategic use of technology and tools in selection was relevant then, remains so today, and continues to be part of OPRA’s approach to empowering our clients in their talent management.
The Staffing Equation: Strategies to Address Key Workforce Risks and Close the Capability Gap
1. Excellence in Business.
Excellence in People.
The Staffing Equation
Strategies to Address Key Workforce Risks and
Close the Capability Gap
2. Excellence in Business.
Excellence in People.
Content
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
3. Excellence in Business.
Excellence in People.
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
4. Excellence in Business.
Excellence in People.
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
What will shape it in the next 3-5 years?
6. Excellence in Business.
Excellence in People.
Strategy 1
Know what are you looking for and
how to attract it
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 strategically concentrating on
Person/Organisation Fit.
In the ever increasingly competitive marketplace
organisations can no longer afford not to have the best talent.
7. Excellence in Business.
Excellence in People.
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
8. Excellence in Business.
Excellence in People.
Application of Strategy 1
Technology Driven
Ernst & Young:
Pandora Channel
Careers Facebook page
Facebook Application
Online tools
Virtual tour of workspaces
10. Excellence in Business.
Excellence in People.
Strategy 2
Be Flexible
Good training will:
Involve blended learning
Contain formal ad 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!
13. Excellence in Business.
Excellence in People.
Strategy 3
Move with the times
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.
14. Excellence in Business.
Excellence in People.
Application of Strategy 3
Flexibility Across Common
Dimensions
Deloitte Product:
Generational Differences
Undulating Journey
Multiple Streams
Empowerment
15. Excellence in Business.
Excellence in People.
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!
16. Excellence in Business.
Excellence in People.
Human Management
Capital Systems:
A Holistic Approach
Long-Term Solutions
Recruitment
Performance
Culture
Exit
Avoid being data rich
and information poor!
17. Excellence in Business.
Excellence in People.
Where We Are At and Where
We Are Moving Towards
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.”
18. Excellence in Business.
Excellence in People.
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