Talent Building

12
Unconventional Human Resource Planning that Works By Brian Patrick Jensen (All Rights Reserved 2012)

Transcript of Talent Building

Page 1: Talent Building

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

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TRUE TALENT BUILDINGTRUE TALENT BUILDING

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

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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!

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

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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

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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

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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

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HIGH VELOCITY LEADERSHIPHIGH VELOCITY LEADERSHIP

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

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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

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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

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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?!

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