1.
Excellence in Business.
Excellence in People.
The Staffing Equation
Strategies to Address Key Workforce Risks and
Close the Capability Gap

2.
Excellence in Business.
Excellence in People.
Content
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.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
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
What will shape it in the next 3-5 years?

5.
Excellence in Business.
Excellence in People.
Recruitment Trends:
Talent will be available

6.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
Application of Strategy 1
Technology Driven
Ernst & Young:
 Pandora Channel
 Careers Facebook page
 Facebook Application
 Online tools
 Virtual tour of workspaces

9.
Excellence in Business.
Excellence in People.
Training Trends:
Diverse Resources

10.
Excellence in Business.
Excellence in People.
Strategy 2
Be Flexible
Good training will:
 Involve blended learning
 Contain formal ad 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.
Excellence in Business.
Excellence in People.
Application of Strategy 2
Maximise available resources
Employee Access and Awareness

12.
Excellence in Business.
Excellence in People.
Retention Trends:
Focus on Talent Management

13.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
Application of Strategy 3
Flexibility Across Common
Dimensions
Deloitte Product:
 Generational Differences
 Undulating Journey
 Multiple Streams
 Empowerment

15.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
Human Management
Capital Systems:
A Holistic Approach
Long-Term Solutions
Recruitment
Performance
Culture
Exit
Avoid being data rich
and information poor!

17.
Excellence in Business.
Excellence in People.
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.
Excellence in Business.
Excellence in People.
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