Excellence in Business. Excellence in People.

The Staffing Equation

Strategies to Address Key Workforce Risks and Close the Capability Gap

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

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

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?

Excellence in Business. Excellence in People.Recruitment Trends:

Talent will be available

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

organisationRemember 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.

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

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

Excellence in Business. Excellence in People.Training Trends:

Diverse Resources

Excellence in Business. Excellence in People.Strategy 2

Be FlexibleGood 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!

Excellence in Business. Excellence in People.Application of Strategy 2

Maximise available resources

Employee Access and Awareness

Excellence in Business. Excellence in People.Retention Trends:

Focus on Talent Management

Excellence in Business. Excellence in People.Strategy 3

Move with the times80% 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.

Excellence in Business. Excellence in People.Application of Strategy

3 Flexibility Across Common Dimensions

Deloitte Product:

Generational Differences

Undulating Journey

Multiple Streams

Empowerment

Excellence in Business. Excellence in People.Leadership and Management:

Staying ahead of the game (it’s changed)Reducing Paternalism Coaching not commandingNurturing autonomyGenerating loyalty and MoraleTomorrow has arrived

People join organisations and leave managers!

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!

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 playOracleHCM 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.”

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