Talent Management for Organisational Success

This approach consists of:

  • Analysing the skills and competencies available in the current organisation
  • Translating management’s short and long-term goals in terms of job requirements and therefore, skills and competencies
  • Identifying the gaps between organisational goals and current workforce capability and planning specific HR initiatives to address these gaps in workforce development, recruitment, training and career planning.

Some countries, France for example, have dedicated regulations called the ‘Gestion Prévisionnelle Emploi Compétence’ in order to streamline this process within Organisations.

The requirements of an effective Workforce Planning are:

  • To begin with an accurate vision from management
  • Then, for HR leaders to use their abilities to execute this vision in terms of Human Resources

Today, I propose to discuss the importance of considering Workforce Planning, regardless of the context.

Case 1 : An organisation in a growing market

In the context of a growing market, organisations must plan to industrialise and expand. The development of jobs and skills which support business plans, sales, operations and productivity seems to makes sense.  This entails quantifying the expected growth and plan the acquisition of external talent. In this situation, career planning is naturally derived from the organic growth of the organisation.

The health of the business will develop from a strategic vision combined with appropriate management and workforce planning.

Case 2: Organisations in a mature or changing market

In the context of a mature market, an organisation, like its competitors, can face stagnation. In the worst case scenario, potentially reduce business volume in its primary market.

Organisations without Workforce Planning will fail to progress and develop. This leads some organisation to experience downturns, and if the situation continues, they will have be reactive at the last moment in ‘remedial’ mode by cutting budgets, restructuring, etc.

Organisations with Workforce Planning enables organisations to support and manage future changes with a preventive action plan.

  • For emerging jobs: identifying talent capable of driving and leading the change, assigning those talents to innovative roles to find new sources of growth
  • For aging jobs: professional reskilling through training, mentoring and tutoring

Even in the case of business downturn, we will succeed by:

  • Converting overstaffing into positive opportunities
  • Channel the motivation of talents
  • Develop atypical talents to new activities/roles.

Ultimately, the business will have the means to expand into new markets.

In practice, we notice major benefits for our clients who have adopted the two-step Workforce Planning Strategy, which we recommend:

  1. Formalise the job and competencies framework
  2. Articulate this framework in HR processes, via integrated tools such as Talentsoft.

In conclusion, we must utilise Workforce Planning strategies as effective tools to support innovation within organisations.

Our excessive use and dependency on various modes of technology to communicate and collect information e.g. phone, social media, internet has not only become an intrusion of our daily life but it also influences how we operate at home and at work.

In business, no industry is immune from the impact of these changes. This change is noticeable, for example, in the rising popularity of overseas medical procedures, in the boom in the use of courier services through internet sites and the increase in everyday consumerism.

Only those organisations who encourage innovation will succeed in the future…

An effective Workforce Planning strategy is the key to successful organisational transformation.

This approach is now essential.

 

HMRS Consulting group has been a preferred partner of Talentsoft since 2012. Our consultants are located in 15 global offices and support clients with their HR and HRIS requirements

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