Jim Bitterle, Managing Partner of EDSI Consulting, presented at ASE’s 2016 Talent Symposium on the topic of growing your own talent. Check out the video recording if you were not able to join live!
Have you heard the phrase workforce planning? What about strategic workforce planning? This catchphrase is changing the HR game and offering a glimmer of hope in the war for top talent. It’s also creating some important and interesting dialogue within the C-Suite.
How is this possible, you ask? Strategic workforce planning (SWP) helps connect a company’s core business goals with its most important asset: people!
In its most basic form, workforce planning determines what an organization needs in terms of the size, type, experience, quality, skills and knowledge of its workforce in order to achieve primary business goals. The term strategic further defines the timeframe of the planning activities. Think system-wide organization and strategy vs. work-unit issues at a supervisor level.
Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.
Has your organization ever gone “Unicorn Hunting?” If so, it probably played out like this:
- Somebody within the organization decides that you need to go find a mythical and elusive unicorn
- You post ads trying to get a unicorn to wander in off the street and when no unicorns appear, you send people out to try to hunt for one
- After a lengthy and futile search you get frustrated because you don’t find any unicorns
- The moment you decided to give up on the hunt, you finally find a unicorn
- Five different people want to weigh in on whether this is the best unicorn you are going to find and the best way to capture the unicorn
- By the time everyone agrees that this is in fact the best unicorn, and agrees on the best way to capture the unicorn, the unicorn has wandered off
- After several months of searching for another unicorn, you decide to go find a horse instead (which is WAY easier)
- Once you find a horse you like, you realize that the horse can do just about everything you needed the unicorn to do, and that you never really needed a unicorn in the first place
My wife and I are currently in full-on nesting mode as we prepare for the arrival of our second child. Throughout this nesting process, I have had the chance to reflect on the twenty months that have passed since our first son, Alexander, was born.
If I am being honest with myself, I was terribly inefficient at so many things during those first few months after our son was born. Everything from changing a diaper, to installing a car seat, to setting up and breaking down a pack-and-play took WAY longer than it does today. So what changed? Practice, practice, practice.
Luckily for me (and probably 95% of new parents), you don’t have to pass an interview or a test to get the job.
Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.
What is the best approach keeping your best talent and avoiding having them swooped up by your competitors? What makes employees want to stay? Here are a few things to consider:
I have been part of many conversations recently about young professionals: being a young professional, how to attract young professionals to specific employers, what do young professionals want in a position, etc. A common theme I heard in each of these conversations was the varying definition, view, and expectations of a young professional. I found it interesting that this term is used so frequently in the workforce, yet is shaped by perspective, which is then key to understanding someone’s view. From here, I turned to a few college seniors to hear their perspectives and asked them to refrain from using the internet.
Kevin Schnieders, CEO of EDSI, likes to say that EDSI puts people before profits. At other organizations, this saying may be a platitude. At EDSI, it is a fact. The Talent Team, comprised of HR, learning and development, and training, encourages EDSI representatives to connect their passions with their work. We have formal programs to connect individuals with learning and development opportunities, as well as a mission statement and values that keep us on track.
How do we show our commitment to EDSI representatives?
Hire People Who are Motivated by Your Mission
EDSI’s three-step interview process includes a culture fit interview. Regardless of position, it is important to us that our new hires understand and are motivated by EDSI’s mission: to create enthusiasm in our clients, see through their eyes, understand their needs and deliver more than they expect. New hires must exhibit EDSI’s daily ways and values of “show up, smile, and support.” Being passionate about helping others is also a must. By hiring people who seek to join a mission-driven organization, we are selecting representatives who we think will work hard to support their coworkers and encourage learning.
Written by Roe Falcone - Regional Director of Operations with EDSI
Do you have the right people on the bus and are they in the right seats?
In today’s workforce, the answers to these questions can often be the difference between success and failure. Having the right people on the bus, a term coined from Jim Collins’ book “Good to Great,” is one of the key factors. It is important that your employees fit your culture and have the necessary skill sets.
In any employer setting, the culture and values for your organization are paramount. A culture whose foundation is constructed on training and professional development helps to build and sustain a high performing organization. Understanding the skill sets of your employees allows an opportunity for targeted, deliberate recruitment and creates a mechanism for professional growth.
Having a balanced, diverse workforce is critical; by truly understanding the skills sets of your current employees, your recruitment efforts can be deliberate. Hiring is an expense and by targeting for specific needs, you can reduce that expense. Conducting a Job Task Analysis for the positions to be filled will clearly define and clarify the skills needed to be successful in a job.
For more information on Job Task Analysis please visit: http://www.edsisolutions.com/skills-analysis
Have you ever spent thousands of dollars on training for your employees only to find out later that half of them already knew the information? Focused training on the specific skills that are critical to a job position will decrease training time and free up your budget. On-the-Job training is a great way to increase the skill level of employees! Identify a subject matter expert for that job and pair him/her with an employee that needs more experience.
Professional Growth and Development
In many of our training projects, the initial need discussion has stemmed from employees asking for more training and development. The majority of employees want to learn more, become an integral part of the company and pursue appropriate career paths.
While at a conference this past week on Workforce Planning and Analytics, I heard a lot of statistics presented and discussed regarding training, skill gaps and hiring. Out of all of the numbers, percentages and key information, the one critical piece to hiring that many executive level HR professionals agreed upon was “did they fit the company culture?” You can train almost anyone on the skills needed to perform a job well, but once you find that potential hire who fits your company culture and sees your vision and mission statement, hire him/her and invest in the training time.
Do you have the right people on the bus and are they in the right seats? If not, what are you planning to do about it?
Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.
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