Unconventional Human Resource Planning that WorksBy Brian Patrick Jensen (All Rights Reserved 2012)

TRUE TALENT BUILDINGTRUE TALENT BUILDING

•What it’s not•Natural law • Taking candid stock• Extreme favoritism•High velocity leadership

TRUE TALENT BUILDING IS NOT…TRUE TALENT BUILDING IS NOT…

•Recruiting methodology•Appraisal feedback system • Employee training

Typical HR programs do NOT move the meter!

NATURAL LAW OF 1 in 5NATURAL LAW OF 1 in 5

TAKE CANDID STOCK TAKE CANDID STOCK Potential Management Strategy Optimal

Superstar Best and brightest. Challenge, develop and pay well. Expose to higher-ups, give stretch targets and cross-functional projects.

10%

Growth Keepers doing great job with long term potential for more. Assess interests, tap strengths, train well, pay to keep.

10%

Strategic Retain

Subset of Stay OK w/ value by specialty niche, not potential. Make to knowledge archive & train, not hoard. Pay to “hold.”

10%

Stay OK Doing as paid in current role. Train for self-maintenance and proficiency. Pay COLA. Force rank & scrutinize bottom of list.

50%

Too New Provide intense onboarding and close scrutiny in new role. Decide to Stay OK or Over or Out within 90 – 120 days.

10%

Over or Out

Not suited to current role; you would not rehire from what you now know. New miss-hires cluster here. Reassign or dismiss.

10%

Human Resource Planning Matrix – Copyright 2012 By Brian Patrick Jensen – All rights reserved

EXTREME FAVORATISMEXTREME FAVORATISM

Typical Optimal RATING % EE % Incr. % EE % Incr.

Exceptional 20% 4% 10% 8%

Exceeds 20% 3% 10% 7%

Meets 40% 2.5% 60% 2%

Marginal 15% 2% 10% 0%

Not Meets 5% 0% 10% 0%

Wtd. Avg 2.7% 2.7%Optimal Merit Increase Matrix – Copyright 2012 By Brian Patrick Jensen – All rights reserved

HIGH VELOCITY LEADERSHIPHIGH VELOCITY LEADERSHIP

1. CEO directs top-down inventory2. VPs create team talent profile

• Spreadsheet ranked by HRP Code• VP’s Lieutenants should participate

3. VPs “defend” inventory to CEO4. Annual Human Resource Plan

(HRP) hammered out

HIGH VELOCITY LEADERSHIPHIGH VELOCITY LEADERSHIP

What are they thinking?•Inventory reflects them•Loyal to time, not talent•High-ball lies •Defend the bottom

HIGH VELOCITY LEADERSHIPHIGH VELOCITY LEADERSHIP

What else they thinking?•Won’t let me replace•Blind to talent not there•Why rock the boat?•This is nasty and wrong

HIGH VELOCITY LEADERSHIPHIGH VELOCITY LEADERSHIP

Enabling leadership•Hire proactively to fire eventually•HR & Legal must help, not hinder•Break budget for high performers•Keep talent pipeline open:– “Quick-over” & speed to hire

CONCLUDING THOUGHTS CONCLUDING THOUGHTS

• HRP is leadership decision tool, not staff score card • Redefine exceptional & poor• Take the stupid out•Would you rehire this

speaker?!

True Talent Building that WorksBy Brian Patrick Jensen (All Rights Reserved 2012)