Perfectly Placed 2Blog - Nick Price

Soon Bright Purple will be announcing a new line to it’s traditional business of recruitment and we will be working with one of the world’s leaders in the talent management space. So we started to think about the questions that will drive the answers that we need to understand the problems our clients face in this arena. So while carrying out our research we came across the perfect questions, asked by Vicky Pope of VIPCG Inc who put the questions that were in our mind so eloquently.

So if you ‘think’ you have all the answer’s to talent managment, jot down your answer’s to these questions asked by Vicky …..

1. Is your HR or Personnel Department organized and staffed for efficiency and effectiveness? Your HR Department is charged with Human Talent Management function. The effectiveness will affect every facet of your organization. 

2. Does your HR function use the most effective technology and software to management your HR function? There is a lot of software out there that can help simplify and improve the efficiency of your recruitment, and development and other HR practices.

3. Do you have an HR strategy? Is it tied to your organization’s long-range plans? No matter how good your organization’s planning processes, nothing can be achieved without an effective HR strategy that is forward looking, and tied to your plans. The plans once made must be implemented otherwise you get nothing.

4. Are you attracting the right kind of personnel that will help your organization grow and retain a good market share? The most effective vehicle for this is your employees, more than your clients, your funders/supporters. If they consider your organization a good place to work, they will be your evangelists.

5. Is your organization loosing good employees to the competition? If your attrition rate is higher than the market rate, look at why your employees are leaving, and take what they say in the exit interviews seriously. Not acting on exit interview data, can only make the situation worse and send the signal that your don’t care.

6. Are you using competency-based recruitment practices (competency identification and behavioral assessment) to hire the right staff? The standard process of recruitment is hit-or miss. Using competency based recruitment practices ensures that you hire for the right skills and abilities, attitude and behavior.

7. Do you have a system in place to identify and groom high potential employees for higher future roles in the organization? This doesn’t need a comment. Your high potential employees are the most likely ones to leave for better opportunities elsewhere unless they find it in your organization. You organization needs to groom this group to ensure availability of capable talent in future roles.

8. Do you have organization-wide and individualized employee development plans? Employees need to be trained and have their skills upgraded not only to improve their performance in their job but also to keep them up to date with developments in their fields. If you have not paid adequate attention to this either because of money, or the workload, your performance will stagnate (at best) or worse still regress.

9. Does your compensation system pass internal equity and external competitiveness test? Simply put, is there serious disparity in compensation between roles within your organizations. How do stack up against ruling market structure? A sense of internal inequity will drag down morale, and employees will leave for better pay elsewhere if your compensation package is not competitive.

10. What do you need to begin to focus on to ensure that your have a future oriented talent management system in place? What resources do you need? Where and how can you get them? What will it take? Have a pow-wow with executive staff, do a compensation study, and Have your Board look at your needs. Do something!

That’s it and so if you have 10 out 10 then the rest will be easy, because you are so far ahead of your competition that you have nothing to worry about. But when reality kick’s in then you must take action and find a solution to your talent managment issue’s - unless you have no issues, but who doesn’t?

In this dog eat dog world, where a truly global talent war is raging, you need to get your Talent Management solution right if you want to hire and then retain the best people out there for your organisation. While you think about your next move your competition are already thinking about your staff. Look after them, manage that talent!

Soon Bright Purple will be announcing a new line to it’s traditional business of recruitment and we will be working with one of the world’s leaders in the talent management space. So we started to think about the questions that will drive the answers that we need to understand the problems our clients face in this arena. So while carrying out our research we came across the perfect questions, asked by Vicky Pope of VIPCG Inc who put the questions that were in our mind so eloquently.

So if you ‘think’ you have all the answer’s to talent managment, jot down your answer’s to these questions asked by Vicky …..

1. Is your HR or Personnel Department organized and staffed for efficiency and effectiveness? Your HR Department is charged with Human Talent Management function. The effectiveness will affect every facet of your organization. 

2. Does your HR function use the most effective technology and software to management your HR function? There is a lot of software out there that can help simplify and improve the efficiency of your recruitment, and development and other HR practices.

3. Do you have an HR strategy? Is it tied to your organization’s long-range plans? No matter how good your organization’s planning processes, nothing can be achieved without an effective HR strategy that is forward looking, and tied to your plans. The plans once made must be implemented otherwise you get nothing.

4. Are you attracting the right kind of personnel that will help your organization grow and retain a good market share? The most effective vehicle for this is your employees, more than your clients, your funders/supporters. If they consider your organization a good place to work, they will be your evangelists.

5. Is your organization loosing good employees to the competition? If your attrition rate is higher than the market rate, look at why your employees are leaving, and take what they say in the exit interviews seriously. Not acting on exit interview data, can only make the situation worse and send the signal that your don’t care.

6. Are you using competency-based recruitment practices (competency identification and behavioral assessment) to hire the right staff? The standard process of recruitment is hit-or miss. Using competency based recruitment practices ensures that you hire for the right skills and abilities, attitude and behavior.

7. Do you have a system in place to identify and groom high potential employees for higher future roles in the organization? This doesn’t need a comment. Your high potential employees are the most likely ones to leave for better opportunities elsewhere unless they find it in your organization. You organization needs to groom this group to ensure availability of capable talent in future roles.

8. Do you have organization-wide and individualized employee development plans? Employees need to be trained and have their skills upgraded not only to improve their performance in their job but also to keep them up to date with developments in their fields. If you have not paid adequate attention to this either because of money, or the workload, your performance will stagnate (at best) or worse still regress.

9. Does your compensation system pass internal equity and external competitiveness test? Simply put, is there serious disparity in compensation between roles within your organizations. How do stack up against ruling market structure? A sense of internal inequity will drag down morale, and employees will leave for better pay elsewhere if your compensation package is not competitive.

10. What do you need to begin to focus on to ensure that your have a future oriented talent management system in place? What resources do you need? Where and how can you get them? What will it take? Have a pow-wow with executive staff, do a compensation study, and Have your Board look at your needs. Do something!

That’s it and so if you have 10 out 10 then the rest will be easy, because you are so far ahead of your competition that you have nothing to worry about. But when reality kick’s in then you must take action and find a solution to your talent managment issue’s - unless you have no issues, but who doesn’t?

In this dog eat dog world, where a truly global talent war is raging, you need to get your Talent Management solution right if you want to hire and then retain the best people out there for your organisation. While you think about your next move your competition are already thinking about your staff. Look after them, manage that talent!