The document discusses strategies for addressing workforce risks and closing capability gaps. It outlines trends in recruitment, training, retention and leadership. For recruitment, the strategy is to clearly understand job roles and attract the right talent. For training, the strategy is to offer flexible, blended learning. For retention, the strategy is to embrace flexibility and new technologies. It emphasizes integrating human capital data systems to manage the entire employee lifecycle.

1. The Staffing Equation:
Strategies to Address Key Workforce Risks
and Close the Capability Gap
Presented by Paul Wood
OPRA Consulting Group

2. Agenda
• The Latest Trends & What will shape the next 3-5 years
• Recruitment Trends: Talent will be available
▫ Strategy 1: Know what you are looking for and how to attract it
• Training Trends: Diverse resources
▫ Strategy 2: Be flexible
• Retention Trends: Focus on talent management
▫ Strategy 3: Move with the times
• Leadership and Management
▫ Staying ahead of the game (it’s changed!)
• Human Capital Management Systems
▫ The move towards integrated data

3. The Latest Trends
• Employers:
▫ Pessimistic
▫ Salary/hiring freezes
• Employees:
▫ 64% of New Zealanders intend changing organisations
within the next year
(Kelly Global Workforce Index, 30th January 2010)
▫ The best talent is often the most mobile

4. What will shape the next 3-5 years in the
Staffing market?
• Ability to attract the best staff
▫ Employment branding/signature
 Who are you?
 What is it you offer?
 What makes you different?
• Ability to retain the best staff
▫ Career Development: Source of dissatisfaction for 55%
of New Zealanders (Kelly Global Workforce Index)
▫ Technology Driven Flexibility: The changing nature of
where and when people work

5. Recruitment Trends:
Talent will be available

6. Strategy 1:
Know what are you looking for and how to
attract it
• The key to successful hiring is knowing:
▫ Knowledge of role success factors
▫ Understanding person-organisation / culture fit
▫ Attracting top talent at any level of your organisation
Remember to recruit strategically
concentrating on Person/Organisation Fit
In the ever increasingly competitive marketplace
organisations can no longer afford not to have the best talent

7. Application of Strategy 1:
Understanding role success factors and
organisational culture
Ernst & Young:
• Job analyses and culture surveys
• Technical and core competencies
• Potential, performance and values

8. Application of Strategy 1:
Technology Driven
Ernst & Young:
▫ Pandora Channel
▫ Careers Facebook
page
▫ Facebook Application
▫ Online tools
▫ Virtual tour of
workspaces

9. Training Trends:
Diverse Resources

10. Strategy 2:
Be Flexible
• Good training will:
▫ Involve blended learning
▫ Contain formal and informal components
▫ Focus on specific needs
▫ Be ongoing
▫ Clearly link to career development
• Flexibility is crucial!
Different information - different mediums, different people -
different learning styles!

11. Application of Strategy 2:
Maximise available resources
• Employee Access and Awareness

12. Retention Trends:
Focus on Talent Management

13. Strategy 3:
Move with the times
• 80% of New Zealanders say mobile communication
technology has boosted personal productivity.
• 76% say the ability to be in constant contact with the office is
a positive development, despite more than a third now
working longer hours!
• 89% view telecommuting, or
working from home/remotely as
positive.
Employers embracing technological
enhancements likely to increase
productivity and be seen as
employers of choice

14. Application of Strategy 3:
Flexibility Across Common Dimensions
Deloitte Product:
▫ Generational
Differences
▫ Undulating Journey
▫ Multiple Streams
▫ Empowerment

15. Leadership and Management:
Staying ahead of the game (it’s changed)
• Reducing Paternalism
• Coaching not commanding
• Nurturing autonomy
• Generating loyalty and Morale
• Tomorrow has arrived
People join organisations and leave managers!

16. Human Management Capital Systems:
The move towards integrated data
Recruitment
• A Holistic Approach
• Long-Term Solutions
Exit Performance
Avoid being data rich and
information poor!
Culture

17. Where we are at and where we are moving
towards
• This is where IT & HR meet and both have a critical part to
play
• OracleHCM article (Livingstone, Richey & Kirsanoff, 2010):
▫ Hold all your people data in one place
▫ System needs to have capability to cover the entire employee
life-cycle
▫ Whole organisation working as “one talent management
team”
“Integration of talent management processes, systems and data (this is key!)”
“You need integrated processes with an application/infrastructure backbone to
support them. While the CIO may have a systems focus with a lack of sympathy for
HR needs, his/her demands actually will enable HR to gain better process focus.”

18. Summary
• Recruitment Trends: Talent will be available
▫ Know what you are looking for and how to attract it
 Technology driven and proactive
• Training Trends: Diverse Resources
▫ Be flexible
 Maximise available resources
• Retention Trends: Focus on Talent Management
▫ Move with the times
 Flexibility across common dimensions
▫ Maximising leadership while reducing management
• Human Management Capital Systems
▫ Holistic and Integrated