Human Resources Vision, Strategy and Execution: We’re with you all the way.

In last week’s post we teed up the idea of avoiding the war for talent by doing a better job of internal development and succession planning. The key to making this type of program successful is the leadership and communications necessary to ensure managers embrace the concept of internal mobility.

Today we continue the discussion and focus on the roadmap and supporting technology:

We’ve all heard about the war for talent. The cost of losing a talented employee to the competition or being unable to deliver a product on time because of resource deficits are problems many businesses face today. While there is most certainly a battle raging for the top talent across virtually all business sectors, the “winners” are gaining the most ground not by raiding the competition but by developing internal strategies for career path and succession planning.

I started my career in HR over 17 years ago, and the questions I heard most often at all the HR conferences were “Why don’t I have a seat at the executive table?” and “How can I get the executives to take me seriously?” Well, we’re 17 years on, and in spite of all the best intentions, I still hear these two questions repeatedly. What are we doing wrong?

In today’s business environment organizations are constantly launching new strategic initiatives aimed at driving some sort of value proposition. These range from company-wide reorganizations to the implementation of a major technology such as an ERP or a Human Capital Management software suite. They say that somewhere between 37% and 68% of IT projects fail. There are loads of reasons – lack of sponsorship, poorly defined requirements, unrealistic timelines, and the list goes on.

To paraphrase Mark Twain, recent reports that the resume is “dead” may have been greatly exaggerated. In a world of increasingly short attention spans of both recruiters and candidates, a resume may seem archaic – and those used to texting, tweeting, and Google searching may wonder why bother putting time into develop, or read, a resume?

It’s time for your first project sponsor update. You’ve spent hours getting the deck just right. You’ve meticulously prepared the slides, used every SmartArt® in the toolkit to ensure your point is made, refined the slide transitions and practiced your delivery in the mirror to make sure it is just right. You start the web meeting knowing that you are going to knock it out of the park.

There is little doubt that Mobile technology has taken our industry by storm. There are now a whole host of options to mobilize your apply process ranging from niche products to ad agencies, to some mobile enabled Applicant Tracking Systems (ATS). But even though there has been lots of progress, we are still faced with lots of fragmentation. Here is a perfect example:

Now that I am home from Las Vegas and fully recovered, I have a little time to reflect on the 16th Annual HR Technology Conference. It has been a couple of years since I’ve attended but have been to many including a 5 year consecutive run. This is by far my favorite conference, and this was by far the biggest ever.

As always it was great to see former colleagues and client and vendor friends. I had a few observations about the event. Here are some of my initial take-aways: