ewinger.org :: Professional

We know the primary focus and purpose of corporate talent management; to anticipate and provide the resource needs of our client base within the organization. We also know that this is never as easy as it sounds, With shifting business priorities and fast-changing market climates, business strategies must move fast in order to exploit new opportunities. All of this of course means that planning for the needs of those strategies must be just as agile. While there are the lucky ones among us who already have a close tie-in with the key business strategy architects of our organization, many of us still struggle to get the information we need from our clients to build an effective resource plan. Either way, we who support those business strategies must be creative in finding ways to make them work.

We in the recruiting community know that building a successful and cost-effective resource plan is not simply knowing a target headcount. It is a combination of:

• knowing your existing talent pool
• understanding the mix of talent needed to make the business strategy work
• gauging the market from where you need to draw your talent
• creating an effective sales message
• implementing your recruiting strategy
• developing a rewards-based system based on goals and organizational needs
• monitoring effectiveness through performance management to identify gaps and recognize talent differentiation
• leveraging your assets to make everything above work

The benefits and ROI of effective resource planning come in many forms; from reduced recruiting and retention costs, more effective internal movement, enhancement of the employer brand, and of course overall organizational effectiveness.

Related Articles

On ere.net, "Breakthrough Talent Leadership"

On ere.net, "Adaptive Talent Strategies"

Click here for more professional resources.