Guide Innovation in Human Resource Management: Tooling Up for the Talent Wars

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Take talent acquisition: gone are the days of static job postings and sifting through stacks of resumes. In an ever increasingly social and digital landscape where potential candidates are active over social networks, tagging their expertise and proactively making connections, a unique combination of social, analytic and talent management tools are required to attract and retain the talent needed to drive value for your organization and build a Smarter Workforce.

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Taking advantage of insights gleaned from behavioral studies and social networks, organizations have the opportunity to not only succeed in the hunt for talent but to drive the 21st Century workforce — a workforce that is poised for driving economic value and growth for an organization. Now instead of collecting resumes from hundreds of applicants with one or two targeted skills, the business professional can become far more strategic in attracting and identifying talent with the exact skills that fit an open position. The result is an employee who is more engaged and connected, which drives productivity, creativity and unleashes innovation.

With the right talent, a business can achieve almost anything. Consider an organization like Regeneron Pharmaceuticals. The organization was tasked with hiring more than pharmaceutical research and development professionals fast. But hiring so many highly trained scientists is no easy task. Great scientists are in high demand and tend to stick with the same company to see through completion of particular projects or trials. In order to meet its goal, Regeneron had to rethink its hiring and recruiting processes.

As it did, the company started taking advantage of analytics and cultural insights within Regeneron, itself, to determine common skill sets and traits that they could look for in an applicant. Someone who could help drive value. The late Douglas Bray, Ph.

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Why should an organization place the higher priority on selection rather than development? Our five realization factors for sound execution are:. Organizations with the most effective leadership development programs in place also used the realization factors most effectively to execute development strategies—outperforming organizations with the least effective development programs by percentage points! Claiming a piece of software can provide a full talent management system is a bit like a food processor will produce a five-star meal. These tools are valuable in support of a good plan or recipe.

The right tools clear the path for smoother execution and may improve the end product. But tools mean nothing without the right expertise and the right ingredients behind them. A recipe for five-star talent management includes a potent blend of content, expertise, and technology. DDI has combined the best practices described above into a comprehensive talent management approach, represented visually in Figure 3. What are the critical current and future business contexts and challenges your organization is facing?

Innovation in Human Resource Management: Tooling up for the Talent Wars | University of Portsmouth

This includes strategic priorities, which come from long-range operational plans. Other elements are cultural, guiding how you expect your associates to act and behave. What are the targets for success, and how will they be measured?

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Workforce effectiveness measures deal with lead indicators such as engagement scores, cost of hire, time to productivity, number of open positions filled internally, and improvement of leadership skills. Business impact measures focus on the efficacy of talent management systems, including improvements in productivity, number of new innovations or patents, and growth in emerging markets to name a few examples.

So how are we getting to our outcomes? Next, look ahead to capacity projections. People trends are also part of the talent implication equation. Internal and external forces such as retirements, cultural diversity, and regional recruiting trends all affect future success. Organizations want to ensure their supply of leaders meets demand, so identifying and addressing future gaps has to be part of the plan today. Finally, analysis of the organizational situation discerns the state of talent management within a company.

It defines who owns talent management, how it is supported by senior leadership, what systems will support individual initiatives, and the role of HR in executing the strategy. These initiatives are most effective when they are built on common competency models or, optimally, Success Profiles. The advantage of Success Profiles is that they are informed by the business drivers described in the business landscape box, so they naturally create the alignment we feel is so important to success.

Talent management has never been more of an immediate concern than it is right now. But in the rush to fill a perceived talent management void, organizations must be careful not to rush into implementing initiatives or programs that are more about taking action than about implementing a well-crafted solution. Only when this happens is it possible for talent management to be both effective and sustainable. In addition to the overview offered in this white paper, DDI can provide specific best practices and advice for implementing each of the components of the Talent Management model.

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Download the PDF. The idea of managing talent is not new. Talent management defined There is no shortage of definitions for this term, used by corporate leadership the world over. Identification of the key gaps between the talent in place and the talent required to drive business success. A sound talent management plan designed to close the talent gaps. It should also be integrated with strategic and business plans.

Accurate hiring and promotion decisions. Connection of individual and team goals to corporate goals, and providing clear expectations and feedback to manage performance. Development of talent to enhance performance in current positions as well as readiness for transition to the next level. A focus not just on the talent strategy itself, but the elements required for successful execution.

Business impact and workforce effectiveness measurement during and after implementation. What's driving the current emphasis on talent management? There are several drivers fueling this emphasis: There is a demonstrated relationship between better talent and better business performance. Increasingly, organizations seek to quantify the return on their investment in talent.

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To highlight just a few: A study from the Hackett Group found companies that excel at managing talent post earnings that are 15 percent higher than peers. For an average Fortune company, such an improvement in performance means hundreds of millions of dollars. A study from IBM found public companies that are more effective at talent management had higher percentages of financial outperformers than groups of similar sized companies with less effective talent management. Talent is a rapidly increasing source of value creation.

The financial value of our companies often depends upon the quality of talent. By , these percentages nearly flip-flopped, with 80 percent of value attributable to intangible assets and 20 percent to tangible assets. The context in which we do business is more complex and dynamic. Hyper-competition makes it more difficult than ever to sustain a competitive advantage long term.

New products—and new business models—have shorter life cycles, demanding constant innovation. And as we mentioned already, the recent economic downturn following years of rapid economic growth adds a whole new dimension to how we manage talent. Record layoffs, lower engagement, and less opportunity for advancement all present additional challenges to man- aging talent.


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Boards and financial markets are expecting more. The Chartered Institute of Personnel and Development , based in England , is the oldest professional HR association, with its predecessor institution being founded in Several associations also serve niches within HR.