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- Herausgeber: John Wiley & Sons
- Kategorie: Fachliteratur
- Sprache: Englisch
Your people hold the key to your business success
Make Your People Before You Make Your Products is an authoritative guide to the evolution of talent management. Written specifically for HR professionals this book describes how organizations can gain a global competitive edge through better management of talent resources. With a practice-based philosophy, readers will learn more effective talent management strategies for a complex market in which people are often the only competitive advantage. Inclusivity is emphasized, and discussion centres on innovative, dynamic, fluid approaches to talent acquisition, development, and retention.
In today's market environment, talent has moved from audience to community while leadership has shifted from control to empowerment. Traditional, linear approaches to talent management are falling short, and directing resources solely to senior management and HIPOs is no longer a valid strategy. This book provides practical guidance on more modern approaches, helping organizations to:
- Attract and retain the best talent by expanding talent resource management
- Augment traditional management methods with more dynamic techniques
- Develop a talent strategy that recognizes the new diversity of supply and demand
- Consider the evolving roles of talent and leadership in a global context
Contextual changes in workplace dynamics necessitate an updated approach for keeping the best people on board and using them to their utmost potential. Talent management is a driving force behind an organization's success, affecting outcomes by every major metric – if the strategy becomes stale, success is no longer sustainable. Make Your People Before You Make Your Products is guide toward developing an organization's greatest asset.
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Veröffentlichungsjahr: 2014
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MAKE YOUR PEOPLE BEFORE YOU MAKE YOUR PRODUCTS
USING TALENT MANAGEMENT TO ACHIEVE COMPETITIVE ADVANTAGE IN GLOBAL ORGANIZATIONS
PAUL TURNER
and
DANNY KALMAN
This edition first published 2014 © 2014 Paul Turner and Danny Kalman
Registered officeJohn Wiley and Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex, PO19 8SQ, United Kingdom
For details of our global editorial offices, for customer services and for information about how to apply for permission to reuse the copyright material in this book please see our website at www.wiley.com.
The right of the authors to be identified as the authors of this work has been asserted in accordance with the Copyright, Designs and Patents Act 1988.
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, except as permitted by the UK Copyright, Designs and Patents Act 1988, without the prior permission of the publisher.
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Designations used by companies to distinguish their products are often claimed as trademarks. All brand names and product names used in this book and on its cover are trade names, service marks, trademark or registered trademarks of their respective owners. The publisher and the book are not associated with any product or vendor mentioned in this book. None of the companies referenced within the book have endorsed the book.
Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with the respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. It is sold on the understanding that the publisher is not engaged in rendering professional services and neither the publisher nor the author shall be liable for damages arising herefrom. If professional advice or other expert assistance is required, the services of a competent professional should be sought.
Library of Congress Cataloging-in-Publication DataTurner, Paul, 1952 October 18- Make your people before you make your products : using talent management to achieve competitive advantage in global organizations / Paul Turner, Danny Kalman. pages cm Includes bibliographical references and index. ISBN 978-1-118-89958-8 (hardback)—ISBN 978-1-118-89961-8 (ebk)— ISBN 978-1-118-89960-1 (ebk) 1. Expertise. 2. Ability. 3. Corporate culture. 4. Organization. I. Kalman, Danny, 1952- II. Title. BF431.T87 2014 658.3′14–dc23
2014023330
A catalogue record for this book is available from the British Library.
ISBN 978-1-118-89958-8 (hbk)
ISBN 978-1-118-89961-8 (ebk) ISBN 978-1-118-89960-1 (ebk)
Cover design by Dan Jubb
Contents
About the Authors
Acknowledgements
Foreword
Introduction
There isn't enough talent to satisfy demand
No old attitudes for new times
An organizational paradox
From exclusive to inclusive
What does ‘make your people before you make your products’ mean in practice?
The structure of the book
Chapter 1: The case for talent
Treat your employees like customers
The classic approach to talent management
Extending the reach beyond the ‘C Suite’
Does everyone have talent?
Talent 4.0: The new now
Creating a context in which talent can flourish
The unique challenge in global organizations
Releasing the potential of talent
A business case for talent: The organizational perspective
A ‘people’ case for talent: Talent management from the perspective of those defined as ‘talent’
Critical success factors for talent management
Chapter 2: The world as an open market for talented people
A worldwide shortage of talent
An organization-wide understanding
A complex history of talent management
Companies become talent factories
Chapter 3: Defining talent
‘Talent is a pivotal resource’. But what do we mean by ‘talent’?
Competence, commitment and contribution
McKinsey's perspective over time
Talent in European organizations
The talent formula
Global talent and talent management
To be inclusive or exclusive is a worldwide debate
Unclear definitions: Diluted strategies?
Defining talent is like taking a snapshot of a fast-moving car
How to gain a consistent understanding of talent in the organization
Chapter 4: Removing the ‘exclusive’ tag
Moving from current to future state
A cross-boundary matrix for talent
An inclusive/selective approach to talent
Positioning talent in a global context: Five degrees of freedom
The talent management transition
Chapter 5: Developing a global strategy for talent
Global influences on talent strategy
Understanding talent strategy: Building a compelling case for talent
Characteristics of talent strategy
Talent strategy at multiple levels
Talent strategy: The alignment of people to business
The process for developing a talent strategy
Talent management: The alignment of business to people
Moving to inclusive selective: The role of talent specialist
Talent strategy: Achieving coherence
Chapter 6: The CEO as the ‘owner’ of the talent strategy
The basic qualities for ‘assured managerial success’
A culture of performance
and
opportunity
How the world's most admired companies manage talented people
The talent leadership code
Chapter 7: Coordination and coherence in implementation
Talent management and performance
Creating identifiable advantages
Critical success factors in implementing talent strategy
Achieving coherence in application and delivery
People management, big data and workforce analytics
Chapter 8: Identifying talent
Identifying talent from outside whilst developing internal potential to the full
Talent identification includes behaviours as well as knowledge and skills
The talent pool benefits from a culture of innovation
Balancing the identification of internal talent with bringing in new faces
Talent identification begins with the outputs of the strategic workforce plan
Talent identification through segmentation
The high potential talent review
The leadership assessment process
The succession process in global organizations
Creating talent pools
Talent identification: Using performance review data effectively across international boundaries
Chapter 9: Attracting talent at all levels
Attracting talent: The operational foundation
The employer brand
Characteristics of the employer brand
The employer brand and the corporate brand
The employer brand and organizational values
The employee value proposition
The creation of a digital narrative through social media
Attracting talent: Social organization and support
Attracting talent to specific roles or units
The EVP exists along a continuum
Chapter 10: Developing the whole workforce
A new management mentality in global organizations
Whole workforce development
Development in three dimensions
The question of generic or technical competences
Hedgehogs, foxes and career success
The competences and meta-competences of global leadership or selective roles
Competences for the whole global workforce
Creating a development strategy for global organizations
Objectives: What is the organization trying to achieve through whole workforce development?
Key principles of a development strategy
Development for selective roles
Development for inclusive roles
The role of e-learning in whole workforce development
Process, coordination and metrics
Chapter 11: Managing talent in an age of transparency
Good management is good talent management
Managing in complex situations
Sunao in practice: Panasonic's action-learning teams
Panasonic's implementation of sunao mind
Sunao as a critical leadership skill
A sunao mind when making decisions about talent
Sunao and the learning organization
Developing a sunao mindset
Sunao mind and its impact on cross-cultural relationships
Living in an age of transparency: Why it is important to have a sunao mind
Chapter 12: Retaining talent
The war for talent will be fought even if you aren't hiring
Retention challenges occur across geographies, business sectors and demographic groups
Why do people leave organizations in the first place?
Turning retention information into insight
How do global organizations retain their talented people?
A strategy for retention in global organizations
Chapter 13: Measuring the effectiveness of talent strategy
People management and business performance
Evidence of tangible and intangible value
Tangible benefits: Measurement of talent management effectiveness: Growing sophistication and complexity
The evolution of HR and talent metrics
Approaches to tangible outputs of talent management effectiveness
Examples of tangible outcomes of talent management initiatives
The effect on organizational value through increases in the value of intangible assets
From data to information to intelligence to insight: The DI
3
approach
The talent-balanced scorecard: Developing credibility with the board
Insights for making your people before making your products
Chapter 14: Joining up the ‘ownership’ of talent management
The difference between talent management and people or HR management
Doing the right things, doing things right
Talent management and HR responsibilities for selective roles
Talent management and HR responsibilities for inclusive roles
The professional attributes of a world-class talent leader
The personal attributes of the world-class talent leader
Conclusion
A historic shift in the business landscape
8 important steps in making your people before making your products
Finally: The question of resource
References
Index
End User License Agreement
List of Illustrations
Chapter 2
Figure 2.1 Talent management in hierarchical organizations.
Figure 2.2 Talent management in networked organizations.
Chapter 3
Figure 3.1 The talent formula.
Chapter 4
Figure 4.1 Model of talent options based on traditional approaches.
Figure 4.2 Five degrees of freedom: An alternative talent matrix.
Chapter 5
Figure 5.1 The alignment of talent strategy with business strategy.
Figure 5.2 The process for developing a talent strategy.
Figure 5.3 Using the talent of individuals to develop the business strategy.
Chapter 8
Figure 8.1 Information sources for talent identification process.
Figure 8.2 The nine-box talent model.
Chapter 9
Figure 9.1 Employee Value Proposition for a global employer.
Chapter 10
Figure 10.1 A model for whole workforce development.
Figure 10.2 Formal, informal and combined development for selective/leadership roles.
Figure 10.3 Formal, informal and combined development for inclusive roles.
Chapter 11
Figure 11.1 A model of decision making with a sunao mind.
Chapter 12
Figure 12.1 Talent retention in global organizations: Four essential approaches.
Chapter 13
Figure 13.1 The DI
3
approach to talent measurement (Turner, 2013).
Figure 13.2 Talent balanced scorecard.
Chapter 14
Figure 14.1 Make your people before you make your products: A convergence of interests.
Figure 14.2 :Global talent responsibility framework.
Guide
Cover
Table of Contents
Chapter 1
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ABOUT THE AUTHORS
Paul Turner has held professorial positions at universities in Birmingham, Cambridge and Nottingham. His previous roles were President of Europe, Middle East and Africa, Employee Care for the Convergys Corporation of Cincinnati, Group HR Business Director for Lloyds TSB, Vice President of the CIPD, a Director of BT, a Non-Executive Director of OPI and Blessing White and a General Manager for Plessey in both the UK and Asia Pacific.
Paul was Chair of European Human Asset and Talent for Tomorrow Conferences from 2009 to 2012. He was a judge on the Middle East HR Excellence (2013), European HR Excellence (2011) and the CIPD People Management Awards (2009). He has spoken at business conferences around the world and is the author or co-author of Meaning at Work: Employee Engagement in Europe (2012), Talent Management in Europe (2012), Workforce Planning (2010), The Admirable Company (2008), Talent (2007), Organisational Communication (2003) and HR Forecasting and Planning (2002). Paul has written articles for business journals and the international press.
Danny Kalman is a Talent Management (TM) professional with extensive experience in the field. He was TM Director at Panasonic Corporation until 2013 and during his 20 years with Panasonic he had both European and global practical experiences in developing their talents at all levels of the company. Danny both chairs and speaks at conferences on leadership and talent management around the world. He is an accredited business coach and runs bespoke leadership and talent management programmes globally.
ACKNOWLEDGEMENTS
We would like to thank the many people who helped us in the preparation of this book:
From Wiley, Vicky Kinsman, Jenny Ng, Tessa Allen, Tim Bettsworth, and Emma Henshall.
From the CIPD, Margaret Marriott, Stephen Pobjoy, Claire McCartney, and Sinead Burke.
Research and helping to put together the manuscript, Jane Marie Turner and April Winstock.
Case study authors Sue Kamal, Adam J. Turner, Angela Williams, Wojciech Zytkowiak, Stephen Frost, Patty Grant and Richard Mills, Preston C. Bottger and Jean-Louis Barsoux, Stephen Pierce and Christine Cooke, Fiona Whitworth, Tea Colaianni and Julia Jameson.
FOREWORD
By Susannah Clements
Deputy Chief Executive, CIPD
There is an ongoing shift in the business landscape, caused by the scale and velocity of change in the global economy. As a result, organizations are seeking new insights about the ways they can achieve high levels of performance and growth in the face of turbulence and unpredictability.
Against this background, there is growing recognition that good people management is crucial to success. For many organizations, people are the main source of competitive advantage. For some the only source. Business leaders are striving to ensure that they deliver outstanding practices in people and organizational development by aligning their people strategies to the goals of the organization and ensuring that all employees are engaged with what they're trying to achieve. People management is a strategic as well as an operational imperative.
But this isn't straightforward because of changes in the nature of work and the dynamics of organizations. And so three priorities stand out.
The first is an understanding of the future of work. In essence, this means answering questions about the nature of ‘work’ and how it takes place. The answers will have implications for skills and job needs as well as career paths. The impact of global mobility, technological developments and new ways of working are particularly important.
The second critical factor is an understanding of the change in workforce dynamics caused by demographics, generational shifts, attitudes and expectations, the changing skills base and trends in learning and education. Today's workforce is both diverse and constantly changing. Insights about how these changes affect the organization's performance are critical.
The third area concerns the culture and organization of the workplace. This means insight into how organizations are evolving and adapting, how such evolution affects culture and engagement, and the best ways in which to organize, develop, manage, motivate and reward to ensure high levels of performance.
The achievement of success in these three areas will require insightful solutions on the part of people professionals across a broad range of subjects – from organization design and development through to employee relations and engagement. The CIPD's professional map outlines the critical skills needed in these areas, and it continues to grow and evolve to reflect these changing dynamics.
Of equal importance is the subject of talent and talent management – – how to develop individuals into successful managers and leaders, and how to help those people achieve their potential.
Make Your People Before You Make Your Products deals with these areas in an innovative way by taking a whole workforce approach to talent in global organizations. Its core assumption is that talent management in the 21st century is different to talent management in the 20th century. Today, the world is an open market for talented people, which means that organizations have to work even harder to attract and retain the best at all levels.
Several important themes are covered. The first is that it will be necessary for modern organizations to take an inclusive approach to talent; losing the exclusive tag, but still maintaining excellence in areas such as high potential development and succession planning. To do so requires a broader definition within the organization and skillful management from those with talent responsibilities. The authors refer to this as an ‘Inclusive/Selective’ approach.
The second theme concerns the importance of coming up with innovative solutions as to how the whole workforce can be managed and developed. Creative approaches such as formal and informal combinations for talent development; adopting an openness in management through having a ‘sunao’ mind and ensuring that the CEO becomes the Chief Talent Officer are proposed.
But this book also deals with the fact that coherence and coordination in implementation are just as critical to success as the development of a robust talent strategy, and the third theme – implementation – focuses on how the grand designs of talent strategy can be executed effectively. Creating a powerful employer brand, employee value proposition and using these in a coherent approach to talent attraction and employee engagement are covered as part of the talent management process. And guidelines are put forward about developing measures of success.
Throughout the book, a series of case studies from global organizations give practical examples of the ‘how to’ of talent management in different business environments.
The book concludes that the reward of getting talent management right is the chance to create and sustain a competitive advantage that can't be copied: the competitive advantage of having a skilled, engaged and motivated workforce, which is surely a priority for all organizations.
INTRODUCTION
There isn't enough talent to satisfy demand
People management works best when the interests of the organization are coincident with the interests of individual employees. For the organization this means achieving its stakeholder objectives; for the employee this means satisfaction at work, a balanced life and visible career prospects. Investment in people at work isn't an act of faith. It is an act of business strategy. The attraction, development, management and retention of talented people are critical to the success of all organizations.
If you give your people the chance to perform at their best, if they are engaged in what you're trying to achieve and if you have a workplace in which they can develop and shine then you will have a powerful edge that no other organization can copy. Your people can be your unique source of competitive advantage.
Such a view was echoed by Konosuke Matsushita, founder of Panasonic, who believed that there was a convergence between the growth of the company and the growth of its employees. The two were interdependent. He practised this philosophy with the belief that you ‘grow your people before you grow your products’. The ultimate success of the company showed that there was merit in taking this approach. But it wasn't based purely on altruism. There were real business benefits from this focus.
This is brought into sharp focus by the current worldwide shortage of talent. No one company or country has the ability to ‘grow enough’ (Economist, 2012). The imbalance between demand (increasing as the world economy recovers) and supply (remaining unpredictable because of shortages in key skills) has caused intense competition. What started as a ‘war for talent’ in the days of significant global economic growth (say 1996 to 2008) continues today in the post-recession environment. The language may be less bellicose, but the sentiment remains the same.
The forces at work are complex. Knowledge economies have a huge demand for creative talent, whilst in other geographies the expansion in manufacturing or services ultimately leads to a dearth of managerial, project and operational talent. Challenges caused by external labour market dynamics are exacerbated by the context within which organizations increasingly operate (i.e. a world moving in real time and in which complex networks are supplementing fixed hierarchies in organizational design).
Furthermore massive changes in the ‘geography of talent’ require intelligence about which skills the organization needs to fulfil its short- and long-term objectives. These include digital skills from highly-skilled technology workers; ‘agile thinking’, not only on the part of the organization's leadership but also through the whole workforce, to cope with rapid and sudden changes in markets; interpersonal and communication skills to facilitate cross-border relationship building and teaming; and global operating skills as organizations expand into new markets.
No old attitudes for new times
A convergence of external macro-economic factors, internal organizational dynamics and changes in attitude towards the development of the individual has created a challenging context for talent, requiring new insights from talent managers to create a winning approach.
Indeed, Klaus Schwab, founder of the World Economic Forum (WEF) and its executive chairman, has stated that in the future people will be a country's and a company's most important resource and ‘investing in people is not just nice to have; it is imperative for growth, prosperity and progress’. Many have recognized this point of view. In the WEF analysis of 122 countries, Switzerland, Finland and Germany featured prominently, whilst Singapore's workforce and employment score was the second highest in the world. At a corporate level, Google, SAS, CHG Healthcare and Boston Consulting Group were amongst the ‘Fortune 2013’ best companies to work for; Forbes ‘Asian Fab 50’ included Tata, China Vanke and Wharf Holdings, whilst ‘Great Places to Work in Europe’ included Diageo, Hilti and Admiral Group. Recognition of excellence in people development spans geographies and business sectors.
People management is more complicated than rocket science.
But this is easier said than done. Managing people is more complicated than rocket science because people are more complicated than rockets. Each member of the workforce has a unique character, unique talents and unique needs. In large, global organizations, the number of combinations of personality attributes, skill levels and cultural factors will be enormous. If once we may have believed that one size did fit all – leading to standardized reward packages, performance management systems and group training and development programmes – it certainly doesn't now. The challenge facing all organizations is to get the most out of people as individuals as well as the departments or business units in which they work. To do so means adapting the way in which global organizations approach their people management, moving to a culture where employees are regarded as individuals within a community rather than an audience viewed from a stage. In a global context the psychological and physical logistics of such an approach are significant.
An organizational paradox
If they are engaged with what the organization is trying to achieve, employees will put their unique attributes to work with commitment, relishing the chance to be part of a success story. But they will do so in a complex global environment that is extremely competitive and fast moving and where the ground seems to shift with each passing economic cycle. They will be most committed when they can see meaning in their work, life and career – when they have some idea of what the future holds and when they can have at least an input into their own direction of travel. This represents a paradox of modern organizational life. People want more information, participation and self-management, when less organizational stability and predictability can be offered. The way that organizations shape themselves to deal with these new circumstances will be different from previous eras.
From exclusive to inclusive
In the past, one way to ‘manage’ such uncertainty was to have inspirational leaders who could take the organization forward to its goals regardless of what obstacles were placed in front of it. Hence, the focus was on identifying and developing those who had vision, charisma, drive and an ambition to excel. This leadership cadre would do the right things and provide the energy to carry the organization through whatever economic conditions prevailed. They would release enough information about what was going on to the support their case, preserving that which was sensitive or strategic. Few people could do all of these things. And so leaders with a proven track record in these skills were, and are, in great demand.
The urgency and necessity of getting the right people into leadership positions, combined with a perceived shortage of those who fitted the profile, led to a burgeoning of interest in talent and talent management. This mainly dealt with an exclusive group of people who had immediate experience to take up leadership roles or were potential successors to the board or executive team – or were high potentials identified as having the potential to move two or more steps up the organization. These were ‘top talent’. The competition to attract such people was so intense during the period of economic boom (1996–2008) that it became known as the ‘war for talent’. A short lull in the war during the Great Recession has now been replaced by, once again, a focus on attracting the right level of ‘top talent’. It shouldn't be surprising that the dynamics of this exclusive group received the attention of corporate leaders and academics, and these have been articulated through notable books, articles and practices. A change in leadership could force the stock price, and hence shareholder value, up or down.
But increasingly, this focus on the chosen few at the top of the organization is seen as being only part of the solution. The realization that other members of the organization had talents to offer expanded the remit of talent management. Those with specialist or hard-to-find skills, those who could run projects and those who could work in multi-cultural teams were also in short supply. So, early into the war for talent there was recognition that shortages of talented people occurred throughout the organization at every level. Employee engagement of the entire workforce was seen as a necessity and began to receive as much airplay as top talent development, especially in the wake of low engagement scores in surveys worldwide (Rice, Marlow and Masarech, 2012). To make sure that as many people as possible were able to contribute to the organization's (and hence their own) success, an increasing number of people have been enveloped in the definition of talent. In more recent times this has become an inclusive approach (i.e. there is recognition that everyone has talent). Talent exists in more than just a few people at the top.
Today's definitions of ‘talent’ can be placed on a continuum between the two extremes of inclusivity and exclusivity depending on the organizational context. And in some cases the attraction, development, retention and management of talent have overlapped so much with people management in general that the two are often indistinguishable. This is both an expression of the importance of people in the organization and a source of confusion within the human resources profession. It's probably time to move on.
What does ‘make your people before you make your products’ mean in practice?
The debate about whether talent is an exclusive term applied to a few people or an inclusive term applied to many is one that sometimes gets in the way of delivering excellence in people management. In fact, there's an inevitability about regarding all employees as having talent quite simply because no single country produces enough to go round. Global demographic and skills changes have transcended the influence of any one company, country or region. And so organizations have to make provision for ensuring that they have a supply of suitably trained and culturally-aware managers and executives who are able to fulfil the most senior roles whilst cherishing the whole of the workforce and, through talent management, making sure they all have the chance to reach their full potential. The challenge is to do both things brilliantly.
Such a premise is the basis of this book. In order to achieve competitive advantage, all employees will need to be treated as having talent. If you don't do this, they may leave or underperform. The principle of making your people before making your products may help to build a sustainable competitive position, maximizing the skills and potential of everyone who works for the organization.
Such a principle can apply to whatever definition of talent is adopted. It matters that everyone in the organization is given the opportunity to deliver to their full potential.
To make this work means having a certain organizational ethos. Making your people before making your product means that organizations will:
Recognize that the world is an open market for talented people.
People are not abstract resources to be deployed around the chessboard of global competition. They are individuals, each with valuable skills and a role to play in the organization's success.
Create a community of talent.
Talent can no longer be regarded as an audience in receipt of a service but as more of a community that fully participates in and determines what the service actually is. Talent management is now talent management for all.
Include all employees in talent management.
The definition of talent embraces both inclusivity and exclusivity. Clarifying roles and integrating employees into the organization's purpose and methods are important but this also means giving oxygen to employee creativity and, where relevant, adapting the organization to new opportunities identified by employees.
Ensure that the CEO takes ownership of the talent strategy.
It is his or her obligation to ensure that the organization has a flow of talent at every level or network node and that every employee has the opportunity to maximize their contribution to their own and the company's success.
Enlighten leaders and empower managers
who not only allow the ability of talented people to rise to the surface of competitive advantage but positively encourage it. In this respect talent management is about both culture and process.
Give equal or greater status to global people strategy than other strategies such as product marketing or technology.
If you are going to make your people before you make your products then the focus of your company has to be as much on people as on any other traditional factors of production. People will be at the forefront of strategy and talent management will be a critical component part.
Integrate the ‘tools’ used in talent management with the tools of management.
They aren't just used when there is a high-level departure or a particularly poor set of employee attitude survey results. They are dynamic and strategic on the one hand and delivered in real time for operational excellence on the other.
For some, these criteria will mark a paradigm shift in the way in which organisations are run. Making your people before making your products will require a joined-up approach between people and business strategies.
The structure of the book
This book deals with some of the questions and issues that are facing those whose job it is to deliver an organization in which talent is harnessed and engaged at every level.
In Chapter 1 we introduce the subject of talent in global organizations, create a business case for making your people before making your products and outline some of the critical success factors in making this work.
In Chapter 2 we discuss how changes in external labour market dynamics necessitate having an outside-in perspective for modern talent management. This means that an understanding of labour markets is no longer an interesting piece of data for the talent debate but a crucial source of intelligence. In addition we talk about internal organizational dynamics and the effect these have on talent and talent management.
In Chapter 3 we look at how the subjects of talent and talent management have evolved over a period of twenty years or so and look at some of the evidence that has come to light about the perceived rights or wrongs of a particular way of defining talent and some conclusions about the position as its stands today. Our view is that there is no ‘one right way’ to manage talent but that the context of the organization will, to some extent, determine what can be achieved and what can't. We follow this up in Chapter 4 with a strategic overview of talent in global organizations. And in Chapter 5 we go through the key principles and actions of developing a talent strategy in an organization that has adopted the ‘make your people before you make your products’ philosophy.
A critical success factor for such a move is the support and active involvement of the CEO to such a move. In Chapter 6 we cover what the CEO as the ‘owner’ of the talent strategy means in practice together with some examples from the Most Admired Companies in the world (Brown and Turner, 2008).
Chapter 7 discusses the importance of integrating the ‘tools’ used in talent management with the tools of management, and in Chapters 8–12 we cover how this works in practice in the identification, attraction, development, management (using the ‘sunao’, or openness, approach) and the retention of talent.
In Chapter 13 we discuss the importance of those with responsibility for delivering talent management to provide insights as to what this means for their organizations. In particular we talk about moving from data through information to intelligence and then insight.
We deal with the overlaps and potential conflicts between HR and talent management in Chapter 14. The chapter outlines the roles and responsibilities of HR and talent professionals and areas in which there may be ambiguity. It then puts forward ways in which these can be resolved.
In the Conclusion we offer some insights into the findings on ‘make your people before you make your products’.
We have included case studies from a range of organizations to illustrate the points being made. The case studies are exemplars of talent management from around the world.
An organization's success may depend on its ability to create the environment and opportunity whereby the initiative of talented people can be unleashed (Mackey and Sisoda, 2013), that their imagination and passion can be harnessed and that their contribution can be maximized. Making your people before making your products is a philosophy that will facilitate this success.
Chapter 1The case for talent
Executive summary
People are not capital, assets or resources; they are people. People design, make and deliver; they develop intellectual property and create wealth.
If you make your people before you make your products, your people will satisfy your customers, which in turn will make your company profitable. This in turn will increase the value for your shareholders and provide money to invest for growth.
An engaged workforce will be active participants in achieving the organization's objectives.
An organizational culture that recognizes the value of allowing talented people at all levels to flourish with abundance can be uniquely differentiating.
The attraction, development and retention of the talented people in the right place, at the right time and with the right skills should be the priorities for all organizations.
The choice between either inclusive or exclusive definitions of talent as extremes on a continuum looks increasingly anachronistic. Instead, organizations will try to adopt both positions simultaneously. Everyone has talent.
Balancing the outcomes of the organization's global talent needs against (sometimes competing) local requirements is a challenge for most global organizations.
Talent management may require a shift in the corporate mindset. People will be on a par with new product development, the creation of new distribution outlets or clever financial engineering in the list of the company's priorities.
Treat your employees like customers
People are not capital, assets or resources; they are people. People design, make and deliver; they develop intellectual property (IP) and create wealth.
If engaged, they will be active participants in achieving the organization's objectives. That is why Facebook, with its ability to attract talent; Apple and Google, with their ability to give talented people full rein to their creativity; and more recently Yahoo, whose acquisition of Tumblr and hiring savvy developers has turned the ‘former also ran into the most talked about company in Silicon Valley’ (Fast Company, 2013), focus so much on their people. But it isn't just in the technology sector on the West Coast of America where talent is the competitive differentiator. The Best Practice Institute cites both the Internal Revenue Service and Avon (Goldsmith and Carter, 2010), whilst the names of Lenovo, headquartered in China; Singapore Airlines; BASF, headquartered in Germany; Tesco, of the UK; and HCL, based in India with its ‘employees first’ philosophy, resonate with students of talent management and its practice.
The attraction, development and retention of the right people, in the right place, at the right time and with the right skills, are priorities for all organizations. Ninety per cent of corporate leaders regard effective people development as of the highest importance and 70% spend more than 20% of their time on talent management (Scullion and Collings, 2011). ‘I see my role as the chief talent officer of the company’, stated the Procter & Gamble CEO, (Donlon, 2012), a viewpoint that is gaining traction.
For successful organizations, people management is a core business activity that is about delivering short-term operational needs and securing long-term prosperity. The attraction and retention of talent is an important part of this. At its best, effective talent management will lead to the creation of an environment in which potential will be fulfilled, individual contribution maximized and the workforce fully engaged with the direction and strategy of the organization. People can be the key source of competitive advantage. For many they are the only source of competitive advantage.
The classic approach to talent management
Hence, organizations will align people strategy and business strategy, and will seek to create practices designed to engage and motivate the workforce.
There are many ways to do so. But whilst there is greater choice, diversity and opportunity in the modern organization, there is also greater complexity (Sohota, 2013). So, to provide coherence, large and geographically dispersed workforces will be divided into segments or groupings with common identifiable characteristics. The workforce could be segmented by country or region, by job role (engineers, salespeople or finance professionals), job title (officers, managers or directors), organizational levels or grades based on hierarchical positions or the types of skill needed.
Each of these will provide the basis for policies within the overall people approach of the organization, which will be designed to ensure equity within groups and differentiation between them. Benchmarking is used for national or international competitiveness in such things as reward or training investment.
In turn, the workforce segments will require a supply of people who are able to fill leadership roles: executive, managerial or specialist positions. Such roles will range from chief executive to managing director, country manager, or functional directors in marketing, finance or production. This group of talented people will be selected using the two criteria of performance and potential. They are the ones covered by the classic definition of talent. They will feature in talent pools or in succession plans and will receive additional development, executive coaching or leadership programmes to ensure that they have the knowledge and skills not only for their current jobs, but also for those one or two levels above – those of strategic importance or those based on new projects.
Over the past 20 years there have been significant shortages of people within this exclusive definition of talent at various times, but particularly at the peak of the economic boom. Extremely tight labour markets meant that issues about ‘top talent’ were high on the corporate agenda.
Extending the reach beyond the ‘C Suite’
However, the spotlight shone even brighter on talent and talent management when it became clear that talent shortages were not only at executive or managerial level but also throughout the organization. To deal with this new reality, talent managers extended their reach, bringing in new tools and techniques for a wider audience. The definition of talent initially grew to encompass those with high potential and certain specialisms within the organization, such as technology or marketing, then even further to incorporate scarce skills wherever these were to be found in the organization and at whatever level.
This extension in scope wasn't straightforward. The lack of a common definition of talent led to debates about the differences between talent management and people or HR management. There was duplication, lack of clarity and sometimes conflicts of interest between those with talent responsibilities, learning and development and HR generalists. Furthermore, each organization realized that its own perspective and definition were influenced by a multitude of factors, including history, culture, the strength of feeling about talent on the part of the CEO and the skills within the HR function to deal with the subject.
The upshot was that one talent definition did not fit all and a consistent approach to talent strategy was hard to find and even harder to achieve.
Subsequently, there have been efforts to gain consistency through benchmarking and knowledge sharing and a greater emphasis on measures of success of talent management initiatives. But this remains an ongoing process.
Whilst there may have been disagreement about how far the definition of talent should stretch, there was agreement that talented people were a scarce and valuable group that could be the difference between success and failure and therefore worthy of special attention on the part of the organization's senior executives. And so the acquisition and management of talent, however defined, has become a strategic priority.
For many, there is the belief that if you take care of the people they will take care of the future (Peters, 2013).
If you make your people before you make your products, your people will satisfy your customers, which in turn will make your company profitable, which in turn will increase the value for your shareholders and provide money to invest for growth.
Does everyone have talent?
In some organizations, an inclusive approach is taken whereby all employees are assumed to have talent. In this case, the organization will encourage employees to go beyond their normal roles or objectives and will provide the means to progress to new opportunities. But more than this, the stock talent assessment criteria of performance and potential will be supplemented by attitudinal factors. Novartis, the Swiss pharmaceutical company, for example, looks at whether an individual's key values and behaviours are aligned with those of the company (Stahl et al., 2012). Talent management processes are there to facilitate the contribution and opportunity over and above what is normally expected. In such an organization the challenge is to engage the employees to apply their talents to maximum effect, to offer discretionary effort over and above that required through standard performance management measures.
A more common definition of talent is one that focuses on a limited number of ‘key’ people. This definition is based on exclusivity and will look to make sure that there is a pipeline to fill share price influencing positions such as the chief executive or those who are being developed to take on senior positions through succession management, or graduates and high potentials. Often fast trackers will be identified as being able to move two more levels up the organizational hierarchy. This approach is one exemplified by General Electric's ‘vitality curve’, which differentiates between the top 20%, the middle 70% and the bottom 10% (Stahl et al., 2012).
Career Development Conversations at Jerónimo Martins
Jerónimo Martins is a Portugal-based international group operating in the Food Distribution, Food Manufacturing and Services sectors; with operations in Portugal, Poland and Colombia. The group has over 69 000 employees and annual sales of nearly €11 billion.
The Management Trainee Programme recruits high potential graduates for senior management roles through accelerated career paths. The company has developed a 12-month structured approach of which a key element is a series of development meetings to stimulate reflection on career goals and what is needed to achieve them, turning a career development process into a true dialogue.
The process starts with individual meetings that are held during the first week in the company so as to have an initial reflection on motivation and future career aspirations, followed by general business training.
As trainees get to know the various areas and functions of the business, additional conversations take place to understand career preferences and the associated motivations. Shortly before the final decision on their placement for Individual Functional Training, a further meeting is held. This is intended to discuss options, see how these fit individual preferences and explain the long-term development alternatives (career paths) that the organization believes will best leverage the trainee's potential.
While in their functional training, the trainees’ performance is evaluated with regard to future development. The trainees are asked to provide an input on their career vision, especially if it has altered.
A third meeting then takes place before the final assignment of the trainee to a function. As the trainees are in the company for about 10 months at this point, and thus have quite a good understanding of the company's structure and existing career paths, they are encouraged to speak about where they would like to be in the long term, and then reflect on what the different professional experiences (rotations)are that would prepare them for that role. The trainees are advised to be ambitious but at the same time realistic in their planning.
Even though all trainees then graduate from the programme, the meetings do not end. Each of the programme graduates attends a follow-up meeting in their second and third year in the company. During these meetings, reflection is made on the work they have been doing, focusing on how it contributes to their development and the plans that had been agreed on when they were graduating from the programme. Trainees talk about their performance, development of relevant competences and are asked to evaluate the overall experience and progress as they see it with regard to expectations that were raised in the course of the recruitment process, the programme and after it.
Career development advice is given, turning the process into an internal career counselling tool not only allowing HR to stay connected with the development of the trainees but also helping the trainees to navigate through the complexity of career development in a large organization.
Wojciech Zytkowiak, Jerónimo Martins Group, Human Resources
The top performers are candidates for programmes to prepare them for positions of greater seniority than those they occupy at the moment.
