23/10/2014
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HOW CAN RIGOROUS CAREER MANAGEMENT UNFOLD YOUR EMPLOYEES' TRUE POTENTIAL?
PROF DR DIRK BUYENS
© Vlerick Business School
We all hire “Talent” to start off
with, but if we don’t take care,
we call them some years later
our “social passive”! 2
23/10/2014
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THE NEW DECISION SCIENCE = “TALENTSHIP’
“Talentship is to HR what finance is to accounting
or what marketing is to sales”
(Boudreau & Ramstad, 2007)
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THE FIELD OF HR IS BEING SPLIT IN HALF
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Transactional work
Should be driven by efficiency
Relational work
Should be driven by effectiveness (evidence based)
Together they define the HR value proposition
23/10/2014
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© Vlerick Business School
WHAT DO WE MEAN BY “TALENT”?
Talent is a systematic process (not an event)
to secure general and targeted individual
competencies (what people know, do, and
value) and organisation capabilities (not just
a person, the process) that create sustainable
value for multiple stakeholders (employees,
customers, investors).
Prof Dr Dirk Buyens 5
© Vlerick Business School Prof Dr Dirk Buyens 6
23/10/2014
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MATCHING BEHAVIOUR VERSUS PERFORMANCE: THE 9 BOX
Very Versatile
Po
ten
tial
Versatile
Targeted Role
Performance
Low Middle High
Prof Dr Dirk Buyens 7
© Vlerick Business School
MATCHING BEHAVIOUR (POTENTIAL) VERSUS PERFORMANCE
Prof Dr Dirk Buyens 8
23/10/2014
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© Vlerick Business School
INVEST IN TALENT
Strategy Definition
B Buy Acquire new talent by recruiting individuals from outside or from other departments or divisions within the organization.
Build Develop talent through training, education, formal job training, job rotation, special assignments, and action learning.
Borrow Partner with consultants, vendors, clients, and suppliers outside the organization in arrangements that transfer skill and knowledge.
Boost Move the right people through the organization and into higher positions.
Bind Retain employees with high growth potential and valued talent.
Bounce Remove low-performing or under-performing individuals.
B
B
B
B
B
Prof Dr Dirk Buyens 9
© Vlerick Business School
SOME CECM RESEARCH FINDINGS ON: GENERATION Y
Who are they?
What do they want?
Where are they from?
10 Prof Dr Dirk Buyens
23/10/2014
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© Vlerick Business School
THE CHANGING PSYCHOLOGICAL CONTRACT
From loyalty to “my company” to loyalty to “my career”
From a “passion for my work” to “a passion for my
leisure time”
Organisations: “bind” or
“challenge”
People want to be “bound” or
“challenged”
11 Prof Dr Dirk Buyens
© Vlerick Business School
WHAT ARE THEIR PROFESSIONAL AMBITIONS?
2,4
2,69
3,5
3,42
3,58
3,71
3,82
4,29
0 1 2 3 4 5
12 Prof Dr Dirk Buyens
23/10/2014
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© Vlerick Business School
WHAT DO THEY EXPECT FROM THEIR FUTURE EMPLOYER?
4,2
4,43
4,29
4,12 4,03 4,03 3,99
3,73,83,9
44,14,24,34,44,5
13 Prof Dr Dirk Buyens
© Vlerick Business School
WHAT KIND OF PROMISES ARE THEY WILLING TO MAKE?
00,5
11,5
22,5
33,5
44,5
14 Prof Dr Dirk Buyens
23/10/2014
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© Vlerick Business School
FINANCIAL EXPECTATIONS AS A STARTER (NET SALARY/MONTH)?
1472 1475 1363 1475 1743
1414 1441 1398
0
500
1000
1500
2000
2500
3000
3500
15 Prof Dr Dirk Buyens
© Vlerick Business School
FINANCIAL EXPECTATIONS AFTER 5 YEARS (NET SALARY/MONTH)?
1472 1475 1363 1475 1743
1414 1441 1398
2124 2005 1768
2514
3331
1915
2488
1932
0
500
1000
1500
2000
2500
3000
3500
16 Prof Dr Dirk Buyens
23/10/2014
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© Vlerick Business School
AND THE EMPLOYEE BENEFITS?
0 0,5 1 1,5 2 2,5 3 3,5 4 4,5
Shopping service
Dry clean services
Sport facilities
Nursery
Meal vouchers
Mobile phone
Laptop
Company car
Extra paid holidays
A company's pension scheme
Hospitalisation insurance
Paid overtime hours
17 Prof Dr Dirk Buyens
© Vlerick Business School
HOW LONG DO THEY THINK THEY WILL WORK FOR THEIR FIRST EMPLOYER?
2% 9%
39%
21%
6%
1% 2%
20%
< 6 months
6 months - 1 year
1 year - 3 years
3 years - 5 years
5 years - 10 years
10 years - 20 years
My entire career
I don't know
18 Prof Dr Dirk Buyens
23/10/2014
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© Vlerick Business School
HELICOPTER PARENTS “HOVER” OVER THEIR KIDS
40%
31%
26%
17%
15%
12%
9%
6%
4%
Obtaining information on company
Submitting resume on behalf of student
Promoting son/daughter for position
Attending career fair
Complaining if company does not hire son/daughter
Making interview arrangements
Negotiating salary and benefits
Advocating promotion/ salary increases
Attending the interview
Type of Parental Involvement
Source: Michigan State University Collegiate Employment Institute http://ceri.msu.edu/
© Vlerick Business School
PEPSICO CEO WRITES LETTERS TO PARENTS….
Indra K. Nooyi, Chairman and Chief Executive Officer, PepsiCo, USA,
“We’ve worried about buying employees, we’ve worried
about bouncing them when things didn’t work, but we’ve
never focused on engaging them with their hearts”
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23/10/2014
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© Vlerick Business School
GOOGLE ORGANISES A ‘TAKE YOUR PARENTS TO WORK DAY’
Google welcomes parents within the company. The tech
company hosted more than 2,000 parents at its headquarters
for its annual Take Your Parents to Work Day. Part of the
parent’s day activities included
a tour of the office where their
child would be working and
more information about the
company.
21 Prof Dr Dirk Buyens
© Vlerick Business School
THE NET GENER AND THEIR FRIENDS
“Power to the people: friends are more
important than professional reviewers”
“YourcompanySucks.com” - type
websites
Types of “N-fluence” networks
Best friends
My social network
The world
22 Prof Dr Dirk Buyens
The New Social Network
The world
Best Friends
