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Updates:
April 2010:
Expert Insights - Creating a Team-Building Culture
March 2010:
Executive Briefing
February 2010:
Join other leaders who are maximising business performance
September 2009:
JobFit Assessments
August 2009:
Managing Human Capital in Unprecedented Times
June 2009:
Is your Organisation "Best-In-Class"?
May 2009:
Now is the time to Review your Screening & Selection Processes
March 2009:
Candidate Screening & Downsizing - How to make it effective!
January 2009:
All Managers can be Great Coaches
December 2008:
Study proves that Managers rarely understand the Success Factors of their employee
November 2008:
Perhaps if I starve the patient
that will make them stronger
October 2008:
Developing Courageous Leaders
September 2008:
Low Cost Employee Perks that won't punish your bottom line
August 2008:
Lessons of the Square Watermelon
Confronting the Skills & Talent Shortage
(Adapted by Mark Purbrick from the white paper by John Bradford and Scott Hamilton, Ph.D.)
There is no doubt that Australia is experiencing a skills and talent shortage.
Businesses must change their thinking as research indicates that there will not be a ready-made, already qualified, locally available pool of candidates to meet the growth requirements in the future.
For most businesses they will have to change their thinking about how they manage their workforce and will have to anticipate labour and skill requirements in the terms of longer term trends. Some of the first tactics that should be considered are the retention of key employees, increase the level of engagement of existing employees, change how you select new employees, change your approach for developing new hires and tap into new sources of labour and skills.
If you don’t believe that this is an issue that will impact you, here is a quick check:
1. Do you anticipate a productivity issue if your organisation cannot get the workers needed?
2. Are you noticing an increase in style clashes between managers/staff?
3. Are you facing a loss of critical knowledge if high performers leave?
4. Are your top executives and/or performers about to retire?
5. Do you anticipate a brain drain due to retirement/resignation of your top performers?
6. Do you know what action you can take to prevent your top performers being poached?
7. Do you have a workforce strategy in place to meet the workforce crisis?
If you answered yes to any of these questions, then read on; the information in this review will enhance your ability to survive and thrive during this challenging period.
read the article in full....
There was movement in the station for the word had got around....that even in a skills and talent short market no business can justify, or sustain, the cost of poor performers.
Since the New Year many business owners and chief executives have discussed with me their growing concerns regarding the skills and talent shortages they are experiencing. There is no doubt in my mind that the answer to this long term challenge lies in the question:
"Is there a better way?"
The timing of this month's article could not be better and it does serve a warning to those businesses that have not prepared themselves for the shortage of skills and talent.
If you would like to explore how Profiles International can provide you with effective solutions that will help position your organisation for the future, please email or alternatively call us on (02) 9936 9000.