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Organistational Structure Performance Management Reward & Recognition Attraction & Retention

		August 2010: Your search for talent begins now…..
		Previous Months Tips

Managing people can be a challenge. As businesses grow and evolve people issues can sometimes become more difficult to handle. With the right skills and right support this complex area can become simpler to understand and manage. It is critical to get this people area right so you and your team can focus on achieving your business growth aspirations.

Organistational Structure

Are the right people in your business doing the right things? Are your revenue generating roles focused on the task at hand or are they distracted by non-core activities? Good role design and defining a clear organisational structure can support the growth of the business. Improved clarity in this space can provide greater direction, enhance the motivation of your team and can provide a greater understanding of career paths to support and retain your key talent.

Performance Management

Do your people understand your vision for the business? Do they know how their actions can support business growth? A performance management framework that links business vision to individual objectives can create greater buy-in, and can bring you one step closer to achieving your business goals. Being clear about performance expectations in your business can also support on-going performance management and allow you to recognise great performance and pro-actively manage poor performance.

Reward & Recognition

Do your rewards drive the behaviour you are looking for? Are your people suitably motivated? Understanding what motivates your team is critical when designing a reward and recognition framework. Being clear about the link between performance and reward is important to reinforce positive and productive behaviour. Reviewing the entire reward picture is becoming more important as many people are motivated by more than just money, so businesses need to think more broadly about attractive reward options.

Attraction & Retention

Are you attracting the candidates you want? Are you keeping your star performers? What you use to attract key talent is sometimes quite different from what you need to retain them. Establishing a meaningful Employee Value Proposition (EVP) that defines your offer (benefits and behaviours) can form the foundation for recruiting the right people. In addition, by articulating the scope of your offer you are making it clear to your current talent pool why they should stay.

For support in any of these areas or for guidance around any other human resource matter, please contact us.

August 2010: Your search for talent begins now...

You have defined the role you want to fill, so how are you going to find potential candidates?

There are a number of ways you can approach this search:

1. Is there anyone in your current business who you could move into this role?

   In some cases additional support and development may be required to bring an existing employee up to speed, but where they have potential and they are a quality resource this may be a good approach. This strategy demonstrates your willingness to promote from within and the presence of a viable career path within the business, hence aiding in retention.

2. Ask your high performers in the business if they know of anyone who would be suitable for the position.

   Typically good performers will refer other similarly skilled candidates as it is a reflection on them and their performance. This approach shows that you value the input of your team and that their views are important in building the business.




3. Do you know of anyone in your networks that may be able to refer a quality lead?

   Do you have any trusted advisers or peers that you speak with who may be able to point you in the right direction? It is best if these sources are in non-competing field as if you both have similar positions, some sources may keep the best candidates for their own business to retain a competitive advantage.

4. Seek candidates from the broader marketplace – via a recruiter or by advertising yourself.

   Sometimes where existing networks can’t provide you with choices, you need to search further a field.

   Via a Recruiter

   While using a recruiter can mean a financial outlay, this option may still be more cost effective as they are writing advertisements, screening and interviewing candidates to bring you a short list rather than you spending your valuable time on this often time consuming exercise.

   Doing it Yourself

   If you have the capacity in your business or if you have a dedicated Human Resources Manager you may like to advertise for the role yourself. While this approach will save any financial outlay, please be aware that reviewing large volumes of resumes can be time consuming, hence impact on the ability of those involved to deliver role requirements.




Regardless of the approach you take, don’t compromise on your standards. Selecting the wrong person can be more devastating than retaining a vacancy.

 

 

 

For further information or advice on this area, please contact PeopleSelect on 4629 7797 or Kristie Leopardi on 0408 945 053.

 

Previous Months Tips:

• March 2010
• April 2010
• May 2010
• June 2010
• July 2010
• August 2010

 

 

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