“ …we believe that customers will ultimately need to have a job profile and a talent profile “system of record” (based on a common competency model), much like we see for employee and organizational hierarchy data in the core HRMS.” – “Unlocking the Strategic Value From Talent Management Application Investments” James Holincheck, Gartner, December 27, 2007
Why has IT Human Capital Management become such an imperative? The main reasons are:
- Worker Shortage: the shortage of people due to inappropriate education systems and population growth rates,
- Skills Shortage: the shortage of IT skills, specifically the higher-level skills,
- The Pace of Change: New technology information is reportedly doubling every 72 hours
- Staff Turnover: IT staff turnover averages between 16% and 25% over the past 5 years – at an enormous cost to the organisation.
Recruitment alone is not able to supply the high-performers, good leaders, and ever-changing skills sets necessary for success.
Talent Management processes have the ability to provide valuable metrics, performance motivators, and insights into the competencies needed for this achievement.
A good “Human Capital Strategy” hones the organisation’s competitive position, drives better performance, and helps to retain the core skills and competencies necessary for organisational success.
So, how does one go about formulating a Human Capital Strategy. As with any strategy, Human Capital Strategy is about:
- Where do we want to go? What skills and competencies do we need?
- Where are we now? What skills and competencies do we have? Where are they situated?
- What is the “gap” and how do we close it? What action plans / projects need to be implemented?
The information available on TalentAlign.com will assist you in providing the tools and information needed to put your IT Human Capital Strategy in place.
By Gail Sturgess – TalentAlign