|
JT Stodd 
JT Stodd & Associates offers seasoned experience in organizational planning and design consulting, change agency, and strategic execution.
We have assisted numerous clients to develop the organizational properties and capabilities required to achieve their strategic visions and goals.
And, we assist other organizations to build strategically focused and highly successful human resource management programs by introducing forward-thinking approaches to human capital and people management issues. |
_______________
Quick Links
|
_______________
Affiliates & Partners
First Transitions, Inc.
|
________________
Speaking/Workshop
| |
|
|
|
Planning for the Recovery
 Needless to say, much has changed within the business landscape over the last year or so.
But it's not just the "biggies" who make headline news being affected; I'm sure each and every business, including those that managed to stay level or even thrive during this recession, have seen a significant change in their economic environment, target markets, customers and customer's needs, suppliers, business partners and even competitors.
Many have even made significant changes in their product or service offerings. But the recovery will bring further changes, and hopefully most of those will be positive for you and your business. With these changes on the horizon, we believe it is time for prudent business leaders to begin re-examining their organization plan and strategy to ensure they will be properly situated, aligned and directed to respond to those changes.
This article is the first in a series of articles devoted to the basics of the "organization planning" process. It contains suggestions about what you can do in each step to ensure your organization is both prepared and properly aligned to capitalize (or at least keep up with) the changes we can expect.
Help restore that confidence. Read my detailed points on solid Recovery steps that, if followed, will be prepared to move forward in the coming months. There are some jewels here, so click << READ ARTICLE for the complete article. Jim Stodd |
Are You Ready For The Talent War
After The Recession?
 According to Forbes.com, indicators (e.g., number of new unemployment claims, consumer spending, consumer prices, easing credit conditions, housing market) point to May 2009 as the end of the recession. Are you ready?
During the recession, most employers implemented hiring freezes, many companies laid-off a portion of their workforce and some companies did both. The result has been some of the highest unemployment rates we've seen in many years. Post-recession, these same companies, as they slowly rebound, will soon need to add capacity and will begin hiring again, but in new ways.
In the short term, during the initial recovery stage, many companies will be hiring. But, there will be a shift from hiring full-time employees, to hiring contract or temporary employees. Hiring independent contractors, consultants and temporary workers will provide:
- Scalability
- The ability to "audition" talent, assess their abilities and suitability, to the position and company for future full-time employment, as the economy strengthens and grows.
In the long term, while economists claim May 2009 as the end of the recession, unemployment rates remain high and may even increase in the months to come. But viewing the bigger picture, companies will soon be competing for talent and we will be in a "candidate's market" unlike we've seen in years. Much has been written about an upcoming talent shortage primarily due to shifting demographics of the workforce.
Fact or fallacy, companies should pay close attention to talent trends affecting their firms and industry. According to a recent survey conducted by Deloitte Consulting LLP and the International Society of Certified Employee Benefits Specialists (ISCEBS), nearly three-quarters of the HR professionals surveyed cited "talent" as their top concern. Clearly, talent management is the top organizational challenge today.
Initially, we are facing a "boomerang effect" in the talent pool, post-recession, as laid off workers go back to work. Down the road ahead, we are faced with an impending talent shortage due to major demographic changes in the workforce referred to as the "perfect storm" by Sue Meisinger, the CEO and President of the Society for Human Resource Management.
What can you do to prepare for your talent needs, post-recession?
-
Think of the talent market, like the stock market, and apply similar principles to become an informed investor of talent.
- BUY early and buy LOW. The laws of supply and demand apply.
- Bring in a free-agent guru that understands the talent acquisition and selection process, someone who can leverage the Web for sourcing candidates and someone who understands the selection process and best practices.
- Assess your risk. If your risk is high, don't invest in lower-priced talent with less of a track record.
- Go with higher-priced "blue chip" talent. Conversely, when appropriate, invest in a promising talent "startup" that can deliver big results down the road, seize the bargain!
- Research past performance. Past performance is a good indicator of future performance. For example, if you need someone to help with a merger, look for someone that has experience specifically doing that.
- Stress more emphasis on specific experience and/or competencies, less on years of service, job titles, and other things you've been taught to look for.
JT Stodd & Associates helps organizations to plan for organizational change and offers business-critical HR solutions, including Talent Acquisition.
 Bill Beyer |
You May Need More Than an Ounce of Prevention
Against the EFCA
Major changes in US labor law are
coming later this year; changes that have the potential to impact your organization
significantly. Most notably, the Employee Free Choice Act (EFCA) seeks to
revolutionize the union organizing process marking the greatest change to labor
law since the passing of the National Labor Relations Act in 1935. In
short, the changes the EFCA brings make the process of union formation much
easier than ever, and the avoidance of such a predicament critically important.
We often ask people in
management if they support the idea of false teeth. Nearly everyone does, but when we suggest
pulling all their teeth and supplying them with a new set of dentures, these
same managers protest, "but my teeth are not rotten!" So it is with unions and employee
relations. For organizations to cope
with the impact of EFCA, it will be critical that they realistically assess
their position in relation to the employees that work for them.
A check-up is in order to identify if there
are any cavities and the best known tool for accomplishing that objective is a
comprehensive employee opinion survey.
Identifying what issues are out there, where the "hot spots" in your
organization are, and how to develop steps for resolution is the best first
step toward girding yourself against the challenges that union organization can
bring.
Moving forward,
organizations need to shore up resources and take immediate action to lessen
the potential impact of the EFCA legislation when it does come to pass. The
traditional approach of sending the management team through "union boot
camp" will not be enough. Ongoing assessments and dialogues with
managers to identify any existing issues and developmental work with the
management team are the prescription needed to endow your organization with the
expertise they need to confront the challenges presented by this legislation.
Never
before was the adage "an ounce of prevention is worth a pound of
cure" more apropos - organizations need to strike out ahead of the coming
EFCA storm and prepare their management teams and staff for this new age. Click << READ ARTICLE for the complete article.
Drew Brock, Ph.D.
| |
|
|
|
