Issue link: https://insights.randstadsourceright.com/i/724758
WHITE PAPER | 5 The journey begins with a clear assessment of your current state. A clear starting point helps resolve competing views and priorities among stakeholders. It also gives you a chance to look back a year or two later and document how far you have come. This is otherwise easily forgotten in a complex and evolving environment, but it is an important aspect for reinforcing commitment. This assessment often requires an outside perspective from someone who has seen this in other companies as well. WORKFORCE ISSUES WON'T FIX THEMSELVES talent is scarce Delayed initiatives; limitations in quality of products and services the workforce is changing Consistently long vacancies; low hiring manager satisfaction stakeholder effectiveness Persistent struggle to establish and maintain talent priorities maturity levels in the total talent management continuum Source: Staffing Industry Analysts CWS Council report, 2015 If your organization can assess its current state in the context of a talent maturity model, you can set realistic expectations and achieve early wins that help you move your vision forward. For instance, if your organization sits at Level Three (contingent and permanent hiring occurring reactively to talent needs), it is unrealistic to sell your stakeholders on a near-term vision of a proactive integrated talent function (Level Six). Focus instead on the next step, which is talent silos working together proactively, and then towards basic integration. This will lead to a credible roadmap. The roadmap tackles the challenges of prioritization. In many cases, talent decision-makers may have dozens of different actions they know they should take. With no strategic guidance, many projects are executed based on immediate budgeting needs, "squeaky wheel" proponents or general internal politics. This can hurt overall value. For example, a new technology may be implemented too early due to internal demand. As a result, it is designed to reinforce a legacy process and will require reconfiguration as that process is adjusted. A thoughtful roadmap can help you avoid this type of expensive pitfall. You can't achieve everything at once. Instead, focus on establishing the business case, mapping your talent strategy and determining what order to proceed with your activity. Planning and prioritization is no simple task.