Attraction And Retention In The GFC - challenges for Practice Based professions
description
Transcript of Attraction And Retention In The GFC - challenges for Practice Based professions
Attraction and Retention in the GFC
and what this means topractice-based professions
Irena MorrisDirector, Paradigma Solutions
Oct 2009
1
Last Year ….and now this Year!!
Rapid Growth
Capitalising the opportunities
Expansion
Rapid Growth
Easy access to money
Fighting competition for
resources including
people
Very high cost of
staff and contractors
Limited skilled staff
Importing of labour/skilled staff
Rapid Growth
Limited skilled staff
Expansion
Capitalising the opportunities
Rapid Growth
Capitalising the opportunities
Expansion
Rapid Growth
Easy access to money
Very high cost of staff andcontractors
Limited skilled staff
Importing of labour/skilled staff
Rapid Growth
Limited skilled staffExpansion
Rapid Growth
2
Terminology
• Attraction
• Retention
3
Managing each stage of theEmployee Life Cycle -> Good Retention
- Employee Referrals- Employer of Choice- Graduate Programs- Orientation Programs- Buddy System
- Training & DevPrograms- Mentoring/Coaching-Certifications,Accreditations
PerformanceManagement
- Fair Remuneration& Reward basedon performance- Engagement Programs- Ongoing Feedback fromManagers- Work Life Balance
- Work with staff toachieve goals- Succession Planning
4
…but its got to make sense for yourbusiness!
‘People’ / Talent Strategy Area
People policies and strategies that drivebusiness, and attract, motivate and retain keytalent are determined. Talent Management is thekey strategy in this area.
‘People’ Program Area
Tools that facilitate and support thepolicies and strategies set in the TalentManagement strategy area aredetermined.
Business Strategy Area
Business plans and business strategiesare determined based on your vision,values, and goals.
PerformanceManagement
ManagementTraining
WorkforceStrategy
CareerDevelopment
S
T
R
A
T
E
G
Y
A
L
I
G
N
M
E
N
TRecruitment
&Retention
Compensation&
Benefits
RemunerationStrategy
TalentManagement
BusinessStrategy
© Paradigma Solutions 2007
5
So what doesattraction andretention look likepost October 2008and as we continueinto the GlobalFinancial Crisis?
6
Snap Survey
1. How many of you, in your organisations,have downsized or are planning todownsize (either staff or contractors)?
2. How many of you, in your organisations,have had to rethink paystructures, bonuses orother ways ofpaying staff?
7
Some statistics and facts to consider…
8
• 20% of CEOs and seniorexecutives in a surveyof 528 Australianbusiness leadershave said they WILLdownsize
(AIM 2009 Survey)
Organisations are downsizing, despitecautious optimism
9
How to keep key staff is a primaryconcern
• 60% of 300 companies surveyed inan Asia-wide survey were concernedabout retention of key staff(Towers Perrin, 2009)
• 70% of Australian managers agreethat it is more difficult to keep goodpeople today than 1 year ago(MGSM Inst of Sustainable leadership, 2009)
• While 65% of managers said that theirorganisations did not understandwho was at risk of leaving(MGSM Inst of Sustainable leadership, 2009)
This was listed as the#1 priority of
Australian CEOs andexecutives in the AIM
Survey
10
• 75% of organisations in the Asian survey saidthat they would be cutting back on travel andentertainment (Towers Perrin,2009)
• 46% confirm theywill be cutting trainingin their organisation(Towers Perrin, 2009)
Other cost cutting measures are being putin place…
11
Recruitment practices are changing
• Organisations managing own recruitment moreand more
• Looking to fill any vacancies with local staff
– P457s decreased dramatically
• Referral-based recruitment
12
What lessons canbe learnt fororganisations asthey navigate theGFC?
13
This is the time to….
• Right-size…get rid of ‘bloat’ but do it sensitively!!
• Get your key staff ‘locked in’ as much as you can
• Create a culture of hope and positivity
• Encourage participation about how yourcompany can survive
• Share the pain
– Eg cut costs fairly
14
And don’t forget to continue working on the issuesthat remain for practice-based professions…• Succession planning
– how to fill senior positions as partners and senior executives startto retire
• EEO– how to attract women back into the workforce, particularly true in
Medicine, Law, Accounting
• Work/life balance– how to ensure that a healthy worklife balance is available to staff
• And for many practices– How to attract young practitioners
• And DON’T forget training!!!– Keep upskilling those key staff and people in key
roles