Category Archives: Talent

Did We Need Yet Another Study To Tell Us That Slave-Driving Isn’t Productive?

A recent study from the University of Melbourne, covered by Computer World, found that workers are more productive if allowed to use the internet for leisure. Duh! Anyone with two working brain cells in IT should be able to tell you that.

Specifically, it found that People who do surf the Internet for fun at work – within a reasonable limit of less than 20% of their total time in the office – are more productive by about 9% than those who don’t. The explanation given is that people need to zone out for a bit to get back their concentration. Duh! Anyone who’s taught can tell you that. Every 17 to 20 minutes, you lose 1/3 of your audience if you don’t shake things up a bit, change the topic, wake them up, etc.

And even more insightful, the press release notes that it is important such browsing is done in moderation, as internet addiction can have the reverse effect. Duh! If you spend 8 hours a day following the twits that comprise the twittersphere, then you’re obviously not going to get anything done.

At least the computerworld article had the good sense to state the obvious points that should have been made.

  • It gets personal things off your mind.
    It’s hard to work distracted. If you can pop-on the internet, and get an annoyance like paying a bill, pre-ordering take-out, or getting out a message you can’t forget to deliver over with, you free yourself of distractions and this enables you to concentrate (providing you turn off those twitter feeds).
  • It converts unnecessary real-time interactions into asynchronous ones
    Nothing destroys deep concentration more than a five minute “pop-in” by a colleague who just feels the need to “talk”. If it’s unimportant, they can write you an e-mail, and you can read it later when you’re not in the middle of something important.
  • It makes work enjoyable.
    No one is productive in workplace hell where bosses spend all their time reciting garbage along the lines of “personal time steals from the company” and doing everything they can to squash happiness. Happy workers are productive workers. Productive workers create value. And that’s what sells in today’s economy.

So keep your workplace fun and free of too many unnecessary restrictions. As long as employee behavior is responsible, you’ll get your money’s worth.

What to Look for in a Talent Management Application

A recent Industry Week article on “talent management technology: automate and analyze your metrics” claimed that the combination of technology, tech saviness, and concrete planning ultimately guarantees best-in-class talent management. Although I would disagree, as this leaves out the facts that you need a solid understanding of what “talent” is and what “talent” needs to do in order to effectively manage it, technology, tech savviness, and concrete planning are still necessary conditions of good talent management and any good advice you can get on these aspects is good advice you can use.

The article provided good advice in the form of five factors that you need to consider when selecting a talent management application, which will form the foundation of your talent management activities. The factors were:

  • Establish Clear Business Goals
    What are the primary goals of your talent management — better retention, improved knowledge management, ROI? You need to understand what you need before you can select the right application.
  • Think Smart, Think Strategy
    How is the tool going to help you? Performance evaluation support? Key trend identification? Surveys? Skill / Knowledge Tracking? This helps you select a tool with the right functionality.
  • Seamless Integration
    How well will it integrate with your current HR and Knowledge Management Platforms? If you have to rekey data through manual processes, it’s probably not the right solution for you.
  • User Friendly Software
    An application that isn’t easy to use isn’t used.
  • Proven Client Satisfaction
    Talk to long-term clients of the provider and make sure that the tool is still working for them after the initial shine has worn off. You want a solution from a provider who stands behind it for the long run.

And they are definitely factors you can’t overlook when selecting any software solution, not just talent management.

People versus Technology

Consider this excerpt from a recent article on “The Big Picture” in Industry Week:

We reviewed several conveyor delivery systems and settled on cutting-edge technology. It eliminated so many positions that the payback was very quick. Parts were routed through the department and into a sorting area to be automatically picked … we were really proud of this engineering marvel. … Then, reality started to set in. We weren’t ready for cutting-edge technology. It required engineers to program and mechanics to maintain all the little switches and gates. … The downtime had gotten so bad that we positioned full-time mechanics on the line. … We were missing cycles on the main assembly line and having to manually run interiors over to catch up with product. There was considerable capital investment and lots of sweat equity.

So the company brought in TBM and Shingijitsu lean consultants and started to study the Toyota Production System. They started with a week long kaizen event focussed on one component that resulted in a U-shaped cell delivering JIT to the assembly line that worked nicely on 90% of products. Additional kaizen events totally changed the department layout to a smaller footprint that verified the methodology. Then the plant ripped out the high-tech conveyor systems and performance improved while the production footprint decreased almost 45%. As a result, the plant was able to in-source a regional distribution center that generated additional savings and created synergies across the supply chain.

Moral of the Story: technology is good, the right technology is better, but nothing beats a great team with the right training and the empowerment to do what needs to be done.

What are The Drivers of Procurement Excellence? Part II

Yesterday’s post discussed the recent article in the Supply Chain Management Review on “The Drivers of Procurement Excellence” that discussed seven megatrends that are currently exerting their impact on the global procurement function which the authors claimed to be driving procurement excellence by way of the pressures they are exerting on procurement departments across the board. While I agree that all of the megatrends are driving the need for a greater procurement function, and while I believe that each of the five elements that they listed as being core to a procurement transformation are necessary, I do not think that megatrends drive procurement excellence.

As far as I’m concerned, procurement excellence is driven by one thing — and one thing alone. Talent. People drive excellence — and although this excellence generally needs to be supported by kick-ass processes and kick-ass technology, excellence is driven by people first, process and technology second, and external influences third.

Face it, as the SCMR article deftly notes, the skills and capabilities required in today’s procurement function are vastly evolved and nearly unrecognizable from those of 10 to 15 years ago and no technology or process is going to come close to meeting a fraction of the requirements, or deliver the results today’s procurement functions need, without a very talented individual at the helm. An individual that is an experienced, collaborative, customer-focused market zen master team player who is driven to succeed. An individual that is adept at analysis, skilled at strategy, and focussed on sustainability and who will seek out the knowledge she needs, consult with experience, and innovate all the while. A new breed of professional who is a jack-of-all-trades and master of one — spend and supply management!

Of course, given that there’s a talent crunch, and maybe even a talent war, for A-level procurement professionals that has already progressed to the point that only 11% of executives are confident that they will be able to recruit and retain the needed talent they need, attracting the talent you need might be easier said than done. That’s why true leaders will take their intelligent, hard-working, driven B-level players and provide them with the training (possibly through industry-leading certifications such as the SPSM offered by Next Level Purchasing) and job experience they need to become A-level players and kick ass. (And when you consider that, as pointed out in this Supply Excellence piece, A players, who only cost 40% more, often deliver an overall return of 100% or more in a given year, the payback on talent acquisition and development is almost exponential!)

So hire the best, train the best, and retain the best … and you will achieve procurement excellence, because the best will accept nothing less.

A Sense of Urgency is a Good Thing

Strategy + Business recently published an article that transcribed part of an interview with John Kotter of the Harvard Business School on why urgency in the face of change matters. Since most executives would agree that change is no longer a luxury, but rather a necessity, leaders need to help their companies cope with the turmoil of transformation.

Kotter, in discussing his new book “A Sense of Urgency”, indicates why a sense of urgency is important and what it takes to maintain that sense of urgency in a corporation. Kotter claims that a sense of urgency must be pursued relentlessly because a sense of urgency, and a sense of urgency alone, is the only way to eliminate the risk of complacency.

So how do you build that constant sense of urgency? You start by driving an organizational culture built on the belief that change is not only desirable but something that is to be pursued relentlessly. The steps Kotter recommends are to:

  • allow outside influences in,
  • encourage change on a daily basis,
  • look for opportunities that arise in a crisis, and
  • adeptly manage the “no-no’s” — the employees who insist that change efforts won’t work.

Why is change so important? Things have changed drastically since the end of WWI. Consider the quote from a DuPont executive who said that “After World War II we had a product line that was technologically relevant for 20 years. Nowadays, none of mine last five years.” As soon as your product hits the market, it’s already in the obsolescence phase of its life-cycle. Success in today’s market is growth, not holding your own. And, the newer, smaller companies that succeed are the ones who realized that change must be the driving force of their business plan and day-to-day operations.

What needs to happen to get change moving? According to Kotter, you have to take the Gerstner approach. When Louis Gerstner became CEO of IBM in the early 1990s, the company was hugely complacent. And he told everyone, “We’re going to win. We might not win the series, but we are going to win the next game. We aren’t going to take days off — that’s not how you get there. That’s not how you make big things happen. I’m not asking you to work 200 hours a week and die. What you’ve got to do is take all the junk that you’re doing right now — and trust me, you’re doing lots of junk — and get rid of it, purge it, delegate it, whatever.” Once you do that, all of a sudden there’s more time to pay attention to opportunities and hazards and to do that consistently, without fail and without letup.”