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Human Resource Planning

Human Resource Planning. Talent Building Model for Change. www.switchhr.com : : 215-353-0658 511 Station Square Blvd. Lansdale, PA 19446. Seven Tenets to Talent Building. Talent Building is NOT Recruiting Inventory the Talent Base (and repeat) High-Performance Leadership

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Human Resource Planning

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  1. Human Resource Planning Talent Building Model for Change www.switchhr.com : : 215-353-0658 511 Station Square Blvd. Lansdale, PA 19446

  2. Seven Tenets to Talent Building • Talent Building is NOT Recruiting • Inventory the Talent Base (and repeat) • High-Performance Leadership • Open the Talent Pipeline • Focus on Top Notch Performance • Strategic Communications Infrastructure • Knowledge Sharing as B.J.Q.

  3. HRP in Action (salary increase example) Copy write 2010: Switch HR – All Rights Reserved Reprint, distribute, republish only with permission.

  4. 1.) Talent Building is not Recruiting

  5. 2.) Inventory Talent Base Forced Distribution vs. Comparing Self-to-Self • Start with CEO direct reports and their reports • List on spread sheet by overall performance • Slot into HRP categories (color code) • Defend 1st inventory to CEO (one exec at time) • Challenge “high ball” tendencies CEO offers • Invest in greats (big raises!) • Offers proactive replaces (hire proactively to fire eventually)

  6. 3.) High Performance Leadership Executive Think Must Change! • Exceptional must be rare exception (Super Stars) • If more than 50% Exceed, it is too easy to work for your company – change what great looks like • Too many strategic retains is BAD (held hostage) • 20% of New Hires should NOT make it to 90 days • Scrutinize bottom of forced distribution (Orange Minus) • Purple: Would you rehire from what you now know?

  7. 4.) Open Talent Pipeline Strategic Turnover – Quick over Speed to hire (cycle time as key metric) Keep talent pipeline open Proactive changes based on inventory Quick Over keeps pipeline hot Hire in proactively to fire out eventually Steering turnover vs. incrementally reducing it

  8. HRP Staffing Model for True Talent Building Copy write 2010: Switch HR – All Rights Reserved Reprint, distribute, republish only with permission.

  9. 5.) Focus on the Top Notch Invest Most HR Efforts in Top 20% Differentiate rewards to contribution (*new equity) Top notch like money for effort and results Over-the-top merit rewards (per chart) Project incentives and spot bonuses Exposure to top brass and special assignments Public praise, power and control “Ignore” lowest performing peers

  10. 6.) Strategic Communications Apply Sales Marketing to EE Communications Leverage in-house marketing expertise Web 2.0 Intranets (transparency and EE input) Function-specific Blogs as knowledge repository Digital signage and kiosks for plant personnel Performance mgmt as communication medium Strategic retains as mentors, authors, trainers Training Committee as “University” Dean

  11. 7.) Knowledge Share as B.J.Q. “Giving” Knowledge More Vital than Getting It Knowledge-share as universal job requirement Online Company University / Core Curriculums Function-specific WBT and tests Knowledge sharing / info “framing” projects “Announcements” and policy “mini-courses” Knowledge-compliance and reporting requirements Incentives for documented knowledge sharing

  12. Seven Tenets to Talent BuildingBlog Articles Via Links Below towww.switchhr.com • Talent Building is Not Recruiting • Inventory Your Talent Base • High Performance Leadership. • The Talent Pipeline • Focus on Top Notch Performance • Strategic Communications Infrastructure • Knowledge Sharing Requirement Copy write 2010: Switch HR – All Rights Reserved Reprint, distribute, republish only with permission.

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