New knowledge on talent management: Six steps to build an efficient talent supply chain

New Knowledge on Talent Management: Six Steps to Build an Efficient Talent Supply Chain

In a changing world, talent management issues are full of uncertainties. If you want to attract and retain talents, you must think in new ways. A new model of talent management. Efficient talent supply chain solves the dilemma of talent management in the Internet era.

Under the new normal, the talent supply chain has become a new topic for HR in the 21st century, and it is also one of the management issues that enterprises are most concerned about. The development of economy and technology and the impact of the Internet on traditional industries have led to the flattening of management and the impact of the Internet on traditional industries. In the wave of projectization and decentralization, the era of human capital sovereignty has quietly arrived. Human resource management has transformed into human capital management, and fragmented talent management has become an inevitable trend in the direction of talent supply chain management.

Whether you can systematically discover and use talents, reduce the blindness of human resources development, improve the effectiveness of talents, maintain low inventory and balanced talent supply, and achieve the improvement of organizational capabilities is related to corporate strategy. Whether it can be achieved and the success or failure of business operations. Many of the imbalances in talent management faced by organizations today are closely related to the application limitations of traditional, static talent management models in the development process. Enterprises must manage talents in a dynamic process. Only by forming a dynamic chain can they maximize the effect of human capital investment. Therefore, it is urgent to build a talent supply chain system and build a comprehensive talent management system to meet the needs of enterprise transformation and growth for talents.

1. Proposition of Talent Supply Chain Thought

The core of lean thinking in supply chain management mainly includes three aspects: first, JustInTime; second, eliminating all waste; third, , is a flexible and flexible way. The essence of lean is to build a rapid response mechanism that meets the market's demand for multiple varieties and small batches in a low-cost manner.

The application of lean management thinking in the field of human resources management has formed the talent supply chain management thinking. The talent supply chain management model was proposed by Professor Peter Cappelli of Wharton School in 2008 and applied to human resources management. Talent demand forecasting is equivalent to product demand forecasting; cultivating talents in the most cost-effective way is equivalent to producing products in the cheapest and fastest way; external talent recruitment is equivalent to outsourcing certain aspects of the manufacturing process; succession planning is equivalent to Ensure timely delivery. Issues and challenges related to internal talent pipeline management, that is, how employees continuously progress through on-the-job training and experience accumulation, are also similar to the situation of product supply chain movement.

Implementing business strategies, building organizational capabilities, revitalizing key talents to create a core talent echelon, filling key positions in a timely and efficient manner, and improving talent efficiency and effectiveness will all bring huge output to the enterprise, and the talent supply chain is It is an effective magic weapon to solve the above problems. The systematic construction of the talent supply chain not only puts forward new thinking and methods for HR management, but is also the basis and source for enterprises to build core competitiveness. Based on the nature of human capital research and the new trends in human resource management innovation, Talent Supply Chain TSC-6T Management integrates forward-looking human resource management ideas with corporate operating practices, and systematically proposes a methodology for efficient talent supply chain construction.

2. Talent Supply Chain TSC-6T Management Model

The Talent Supply Chain TSC-6T Management Model systematically explains the localized talent supply chain theory and practical methods for creating excellent performance. , is based on corporate strategy and dynamic talent management, with the competency model and qualification system as the core, and systematically analyzes the main contents of the construction of an efficient talent supply chain such as talent standards, talent inventory, talent planning, talent training, talent supply, and talent efficiency. Build a "talent reservoir" and a kinetic mechanism for talent management that support corporate strategies, improve organizational capabilities and employee development, and maximize the talent supply JIT (JIT stands for JUSTINTIME, just-in-time supply). Through corresponding methods, processes and systems, comprehensively Improve the company's human resources management capabilities and organizational capabilities.

3. The construction principles of talent supply chain TSC-6T management are mainly reflected in the following five aspects

1. Pay attention to corporate strategy, organizational value and employee development, and build a talent supply chain TSC -6T outer ring.

Talent management should be extended from the HR talent management module. First, it must be based on the company's strategy and goals, consider how to link talents with corporate strategy and performance, and how to manage human resources to create value for the company; secondly, , based on strategic talent layout in the future, establish a dynamic talent supply and management mechanism. Third, while paying attention to the core values ??of the enterprise organization, we must also pay attention to the personal development of employees and highly unify the two to enhance high-performance organizational capabilities.

2. With the competency model and qualification system as the core, build the core of the talent supply chain TSC-6T.

The stronger the core, the stronger the support for the sixth ring. Based on the competency model and qualification system, build a dynamic cycle of talent management with ability as the core, open up career development channels, design career development milestones, determine the starting line for career development, clarify career development plans, implement career development incentives, and form a competency-based appointment Qualification standard development system to form an effective cycle of dynamic talent pool.

3. Based on the JIT supply chain management idea

The core ideas of JIT in the talent supply chain mainly include: First, manage talent demand risks through a combination of internal training and external recruitment. , and balance these two approaches; second, adapt to the uncertainty of talent demand, shorten the time span of talent demand forecast, and implement dynamic management; third, improve the return on investment in employee training; fourth, balance the interests of the company and employees relationships and protect investment results.

4. Strengthen data-driven talent management

Conduct internal and external procurement of human resources through the talent capability library to ensure fast and efficient talent needs; deploy to support corporate strategy and business strategy HR processes to support the company's core business processes; by providing human data standards to achieve efficient talent management, optimize and simplify database management and processes, adjust the roles and responsibilities of human resources personnel, and truly realize HR management based on the IPMA quality model The role change makes HR become a strategic partner, a promoter of change, a functional expert, and a leader for employees.

5. Realize the dynamic circulation of the inner loop

Based on the above four principles, dynamically manage talent standards, talent inventory, talent planning, talent training, talent supply, and talent efficiency and other main activities of the talent supply chain to achieve an effective cycle and rely on each other to support each other.

4. Based on the talent supply chain TSC-6T management model, create an efficient talent supply chain in six steps

1. Establish talent standards (the first step, talent standards)

Establishing a competency model and qualification system and establishing talent standards are the prerequisites for efficient talent supply construction.

The talent supply chain has shifted from traditional personnel management based on things and modern human resources management based on positions to management based on capabilities. The construction of the talent supply chain should reflect the factors of capabilities from the specific business of human resources. The established talent standards are the same as those of human resources management. Other modules must be effectively integrated.

2. Carry out a comprehensive talent inventory based on capabilities (the second step, talent inventory)

Carry out a comprehensive talent inventory based on capabilities, which is the basis for building an efficient talent supply chain. The basic assumption of the talent supply chain is a comprehensive combination of talent training and team collaboration. There is no perfect individual, but the team can be perfect. Capabilities are managed through competency, quality, and qualification systems, emphasizing the construction of team and organizational capabilities. Starting from the construction of the quality model, the company has entered into a talent inventory based on capabilities. This inventory is carried out from the two dimensions of quantity and ability using the skills matrix, so as to optimize the team's capabilities, form a collaborative operation, and open up the talent inventory and Channel between talent supply.