Talent management in crisis keynote capital club bahrain
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Agenda for today• Talent Management in good times• Talent Management in bad times• Each problem is an opportunity• Be prepared for the future• Conclusion and recommendations
Talent management in good timesLife is good when the economy isbooming, companies have budgetsfor training, coaching andconsultants.Human Resources are busy withrecruiting and developing.As an employee you have optionsand you are taken care off!
Talent management in good timesStaff are like fish. In good times…Our staff get’s hooked by others. Staff is looking for new opportunities. A place, always being greener in an other company, another bowl.
Talent management in good times You invested in training and development, and then they leave the company…Staff is hunted and chased. Nothingmore frustrating for HR than to seehow other cat’s in the neighborhood,want to feed themselves on what youdeveloped.
Talent management in bad timesBut in bad times employees fear fortheir job.Human Resource has to squeezetheir budgets and manage humancapital as effective as possible.Management can’t afford to spendmoney on training and coaching.Suddenly we need to manage ourbusiness with the resources thatare available.
Talent management in bad timesManagement is frustrated whenstaff complain.“They should be happy to still havea job!”We have to make choices in badtimes. Or we pay bonuses, andreduce the workforce. Or we retainstaff and keep paying the salaries.
Talent management in bad timesLess jobs are available, and more staff.Headhunters have sea of choices.It is hard to motivate staff.You can’t offer them much on training. Most positions are filled. Even if the other side is greener, no chance to get their!
Talent management in bad times You would expect in bad times, that we strengthen ourselves? But most staff protect their positionsAnd in times of crisis companiesbecome less aggressive.Even headhunters become kittenswhen hunting.
Each problem is an opportunityDid you know that timesof crisis, are a greatopportunity to:-Increase talent’seffectiveness- Achieve with the sametalent pool, more results- Decrease even costs inworkforce
Each problem is an opportunityEach problem can becomean opportunity!By reviewing the challenges duringcrisis time, we find SMART ways toidentify opportunities to change:- The way we work- The strengths we can re-enforce- The elements that motivate us
Each problem is an opportunityDuring the analysis of a situation of crisis,we need to remember:- What are our main objectives?- What are our values we stand for?- What are our strengths?- What makes our customer loyal?Let’s have a look at our current situationand see if we can develop opportunitiesto improve and become more effective
Each problem is an opportunityA performance plan is often seen as a time planBut an effective process of performance isrelates to motivation and coachingThe keys to successful performance are:- Managers who can motivate & coach- Talent managers who are empowered to manage the workforce plan and align the performance objectives to a talent management plan.
Each problem is an opportunityA lean workforce plan helps managers to orchestrate theorganization more effectively and forecast workforcecosts on time.
Each problem is an opportunityIn times of crisis we have the opportunityto built stronger teams and strongerleaders who make the teamsmore effectiveWe have an opportunity to develop a sustainable change. And implement a more motivated team that builds on it’s strengths.
Each problem is an opportunity Result:Talent management in crisis time builds a motivatedteam that achieves better in a more effective way.
Being prepared for the futureA check-list for Talent and HR managers:3. Update the workforce plan4. Align the workforce plan with the strategy and objectives5. Ensure that your managers have coaching capabilities6. Invest on resource capabilities you have in-house7. Work around team motivation
Being prepared for the future During times of crisis we should not try to make from a goldfish, a sharks. By adding responsibilities to their existing job description we only demotivate and increase pressureInstead we should try to develop ourstaff in good times so they can becomestrong and motivated team playersduring bad times.
Conclusion & recommendationsTalent and HR management is about supporting and planthe development of staff on long term.In times of crisis, we should continueto make the workforce lean and strong.The investment to increase existingcapabilities is low.The gain of a motivated team duringCrisis times is very high.