the staffing equation - cio summit 2010

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