Talent is actually pretty tricky.\u00a0 We seem not only to have problems defining talent and talent application components, but we seem to not know what some of those components even are.\u00a0 I\u2019m no making sense yet?\u00a0 As anyone what are the components of a talent suite and you\u2019ll get different answers \u2013 even though we\u2019ve been buying and selling talent applications for years now.\u00a0 Performance, compensation, succession, talent acquisition\u2026\u00a0\u00a0 All of these are wonderful, tactical, and transactional processes.\u00a0 But talent strategies were supposed to bring us to a \u201cseat at the table\u201d but all of these components that people naturally associate with talent are just the core activities behind the strategy.<\/p>\n
I think that most people are not actually getting to understanding and executing on the realities of the strategy yet, but hopefully we\u2019ll be there in the next few years.\u00a0 Certainly there is an increasing surge of corporate thinking around this, and one of the first things that HR is talking about is mobility.\u00a0 Unfortunately, we don\u2019t really know what all this is yet \u2013 and many people erroneously think it\u2019s just around moving people around.\u00a0 Well, actually, it kind of is about moving people around.<\/p>\n
When I think about mobility, I start thinking about employee career plans, and performance plans, and succession plans.\u00a0 These are all just components of data on the employee record, but they are all linked to employee development and learning.\u00a0 They identify where employees want to go, but conversely where corporations what their employees to go.\u00a0 Not only are employees planning for themselves in career paths, but we are also planning for them in succession plans.\u00a0 Everyone in contributing in multiple directions to identify possible growth scenarios for each individual employee.<\/p>\n
At some point, there is an actual event.\u00a0 Some business unit needs a new GM, or a new organization\/store\/plant is opening somewhere and we need to fill it with leaders.\u00a0 This is where mobility comes to the front of the talent process.\u00a0 Where the transactional processes that occur within the traditional talent application modules stop, talent mobility takes over as an execution arm to actually move people into the previously theoretical development opportunities.\u00a0 Talent mobility is where the rubber meets the road.\u00a0 If you don\u2019t have a mobility strategy and process, all of your development plans, succession processes and performance transactions are for naught.\u00a0 In the end, if you didn\u2019t do anything but post a requisition and hire someone from outside because you didn\u2019t have the visibility in talent to run cross functional queries around internal needs and fit skills to requirements, you completely failed in your talent practice.<\/p>\n
HR talent applications are great.\u00a0 But as with core HR applications, they help us store data and execute transactions on data.\u00a0 They don\u2019t replace the inner workings of making strategy come to life.\u00a0 Operational staffing plans and projections don\u2019t always link up to HR\u2019s position management or talent acquisition\u2019s forecasts.\u00a0 We need our own tools to integrate with talent suites and keep us on the path to realizing the practice of talent\u2019s full potential.<\/p>\n","protected":false},"excerpt":{"rendered":"
Talent is actually pretty tricky.\u00a0 We seem not only to have problems defining talent and talent application components, but we seem to not know what some of those components even are.\u00a0 I\u2019m no making sense yet?\u00a0 As anyone what are…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,49,15,16],"tags":[57,457],"class_list":["post-1237","post","type-post","status-publish","format-standard","hentry","category-strategies","category-talent","category-talent-acquisition","category-workforce-planning","tag-mobility","tag-talent"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1237","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1237"}],"version-history":[{"count":2,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1237\/revisions"}],"predecessor-version":[{"id":1250,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1237\/revisions\/1250"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1237"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1237"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1237"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}