Accelerate May 2015 - Page 75

Talent Management Just as the objectives of every organisation vary, the key is to develop a solution that is fit for purpose, has a vision towards the future, and is governed by a team responsible for ensuring that the solution adapts to the ebbs and flows of the business. The Talent Supply Chain Readiness Whitepaper offers a view into how to prepare for this journey. Q: Presumably, this model is best applied to mid-to-large sized organisations. What can small businesses do to put into action some of the thinking behind this approach? John: Actually, the integrated models are often more prevalent in small and mid-size organisations. These smaller businesses tend to have less internal “silos” within their infrastructure and also have policy that is more open to agile practices. The larger the organisation, the more complex the solution and the effort to engage the collection of stakeholders impacted. Q: How does HR identify which of the various talent strategies they have in place are meeting their business objectives? How long a timeframe should they give to particular initiatives to come up to speed and what are some of the KPIs they should identify? John: There are a few options to consider here. For many of our clients, the first step has been to leverage two key tools that we have developed – our Talent Strategy Goal Assessment (TSGA), and our Talent Supply Chain Program Maturity Model (TSC PMM). The TSGA is an assessment tool used to get broad feedback from different stakeholders within the company to gain an understanding of their priorities. Once completed, the data produced offers a compelling view into the variability in priorities for each function, location and community. Data is especially important in assessing the change management impact that will need to be accounted for when designing the solution. The TSC PMM is a framework that is used as a benchmark for comparison when looking at an organisation’s talent supply chain. It is used when evaluating the capability of a series of talent supply chain building blocks, as well as, associated risks. Your talent supply chain maturity is an indication of how close talent supply chain building blocks are to being market leading and capable of continual improvement through qualitative measures and feedback. It is used strategically to understand where investment should be allotted when aligning an organisation’s overall talent strategy. May 2015 75