When Barry Met Sammy
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Transcript of When Barry Met Sammy
![Page 1: When Barry Met Sammy](https://reader033.fdocuments.net/reader033/viewer/2022061511/555b3dc0d8b42af36d8b4698/html5/thumbnails/1.jpg)
When When BarryBarry met met SammySammy
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meet barry
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Barry joined the organization in
2001…
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meet sammy
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Sammy joined as Marketing
Manager also in 2001…
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Barry cost $782…
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amortised over 10 years, that’s
$78.20 per annum
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Sammy costs the organization $189,742 per
annum
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Barry came with…
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…that was scanned and attached
to the depreciation schedule
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Sammy came
with…
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…that was lost after she was hired
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Each year the accountants value…
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Each year Sammy’s value…
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But this increase is not
recorded anywhere.
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Upgrade
After After 5 5 yearsyears……
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AGAIN this upgrade cost is noted in the depreciation
schedule
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Master Degree in Digital Design
considered one of
the Best Talent
in the se
ctor
After After 5 5 yearsyears……
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AGAIN her new skills are not listed
neither is the cost of study
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Each year, the CEO formulates a
strategy
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Barry does not know his part
of the strategy
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neither neither does does
SammySammy
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Both keep doing their jobs hoping
they are aligned to the strategy
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Barry does a great job
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Clients comment on how successful the company must
be to have such a nice Regional Board Room
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Everyone is proud of Barry
and the Board Room
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Sammy develops the best Digital Campaign the organization ever had
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Sales increase by
40%
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She feels good about this
but…
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No-one gives her credit
for her work
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Barry gets a promotion
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He is to represent the organization in its head office
board room
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Sammy is not aware of a vacant position for…
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She hears about the role after it has
just been offered to a person with…
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less experience
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less formalqualifications
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and knows nothing about the
organization
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…as he was appointed from outside the organization
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SammySammy gets gets frustratedfrustrated……
…and request a meeting with HR
President
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The meeting is booked
here
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As Sammy enters the board room, she meets a young accountant who has
just finished valuing Barry
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The accountant introduces Sammy to Barry…
…as she explains that Barry is one of the organization’s most valued assets
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The accountant has a lengthy record of
Barry’s performance over the years…
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Barry’s Net Value to the organization,
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locations Barry has served,
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and net costto the organization
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Barry has cost the organization
$703.80
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Sammy has cost the organization
+$2,000,000
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…and has made the company
10 x 2,000,000 = $20,000,000
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…but this is not recorded
anywhere.
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As the president of HR walks in,
Sammy asks him…
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“Do you know what I
do for the company?”
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“Do you know how much you have
invested in me?”
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“Do you know what I can do for
the company?”
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“Don’t be like that, you
are one of our most
valued assets.”
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In that moment, Sammy knows that the organization knows more about a chair than about her
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She knows the organization has
spent more time…
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Valuing
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Developing
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Recording
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…capabilities of a chair
than they have with her.
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What does this What does this meanmean
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In most organizations, Human Capital
management processes are still in the
Industrial Age where…
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…people are viewed as a costrather than an asset.
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Most organizations cannot find talent
within,…
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…leaving existing employees feeling a
distinct lack of appreciation.
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Most organizations don’t inventory their employees capabilities and skills, therefore…
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…roles are filled externally.
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Most organizations have moreinformation on their board room
chairsthan their senior executives
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Sad but True.
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Financial systems are
mature,
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Human Capital systems in
their infancy.
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Reporting systems are based on Industrial Age thinking…
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Information Age thinking is about people
not dead Assets – sorry Barry
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BarryBarry met met SammySammy……
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but that’s where it ended, just like most careers with companies that can’t adapt
to change.
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Come to the Information Age of Human Capital -
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Find your Find your peoplepeople
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Know your Know your peoplepeople
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Manage your Manage your peoplepeople
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