Creating Capability & Economic Value Resourcing in the Digital World 1
Jul 15, 2015
Talent is the #1 issue on the CEO’s agenda today
Because a more engaged, high-performing, well-aligned and highly capable organization = sustained
performance
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Smart companies put talent first!
High performing companies are obsessed about
talent
Progressive companies are
forward looking and open to new ideas
and change
People not machines deliver
results !
High Potentials deliver 10x
Performance
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The Capability Context
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The global marketplace is increasingly complex
with businesses competing to deliver on their promise to perform !
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Performance in the Marketplace requires perpetual preparation for the future while pacing the current
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HR is also under pressure
Deliver organizational capability through talent pipelines !
Plan for the company’s future needs
Show its impact on the company’s
performance – top and bottom line
Drive employee engagement
Provide employee development
solutions
Be Efficient, Impactful and
Results oriented
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Consequently, HR has also evolved as a function !
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Operational / Administrative
Performance Manager
Strategic Partner / Trusted Advisor
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Shift in environment therefore requires adjustment
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making time & space for value creation
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Digital has changed the Game Rules
The customer and the stakeholder are joined up through technology….. the gatekeeper’s job is redundant
Differentiation is hard to achieve …employer brands, value propositions…. same content different packaging
The traditional model of HR has been challenged! Value creation is demanded & expected
Print is history
Early Adopters lead the game
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Value Creation Principles
Deliver capable talent cost efficiently
Strike a balance between
insourcing and outsourcing talent
acquisition
Free up HR business partner time for business
manager consulting /
advisory
Shift focus towards
developing, assessing and
supporting talent
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Value Creation Journey
40% Insource, 60% Outsource
60% Insource, 40% Outsource
80% Insource, 20% Outsource
Invest in People – Create Talent
Acquisition Teams
Invest in Technology –
Applicant Tracking Systems, Careers
Site
Invest in the EVP & Employer
Brand
Partnering with Industry Leaders –
Professional Job Boards
Referral Programs -
Engaging external talent
Leveraging own Talent
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Year 1
Year 2 Year 3+
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Value Creation Benefits
Capability • Talent Acquisition (TA) teams by
default are more focused & accountable to deliver talent faster, cost efficiently
• Our own people understand culture & job fit better
• Higher Quality of Talent = Higher Performance, Better Retention
• TA teams free up HR Business Partner time allowing them to engage, develop & retain talent
Economic • A 60% insourced , 40%
outsourced model delivers on average approx. 1/3rd or 33% savings versus a 100% outsourced model
• Enhancing skew to 80% insourced, 20% outsourced can result in up to 50% savings on resourcing budgets
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