Agile talent management strategy

Large and well-known companies that have so far been dominant have problems with their competitiveness today because they are not agile enough to constantly adjust their approaches to talent management. That is the idea John Sullivan, world-renowned consultant in the field of human resources and current professor of management at San Francisco State University, opens his article on agile talent management on the ere.net website.

According to him, the today's agile talent management requires adjusting talent management strategies and approaches to implement the strategies each quarter. When developing an agile talent management strategy, Sullivan advises to carefully monitor your environment to quickly respond to changes. Specifically, it is necessary to focus on four main external categories:

1. changes in economic and business factors (exchange rates, interest rates, currency fluctuations, unemployment)

2. changes in the behavior of your competitors (new products and markets, changes in management, high growth)

3. changes in the talent market (talent volume, salary expectations, loyalty, demand for innovators, new HR technologies)

4. changes in talent management at your competitors (recruitment boost, recruitment freeze, layoffs, turnover, mergers, changes in employers' brands)

In addition to the environmental monitoring, you should involve other elements in your agile talent management strategy that Sullivan sums up to 14 points. You can read the original article with a closer description of the elements below (the Source link).

1. Create a plan that will include at least three growth modes: 1) savings and cost reduction, 2) slow growth, 3) rapid, innovative growth.

2. Calculate the likely growth rate.

3. Develop the ability to move quickly between different modes.

4. Create a plan to change direction.

5. Define priorities for your services in individual business units.

6. Create a plan for managing contingent workers.

7. Create a plan for training and sharing best practices.

8. Measure and increase the speed of decision making.

9. Create a plan for less busy periods.

10. Create a plan for periods with increased workload.

11. Create a plan for immediate filling of key positions once somedoby leaves such a position.

12. Add agility to the criteria of recruitment, promotion and leadership.

13. Develop agile scenarios to prepare managers to environmental changes.

14. Establish effective agility measures.

-kk-