Creating Capability & Economic Value Resourcing in the Digital World

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Talent is the #1 issue on the CEO’s agenda today

Because a more engaged, high-performing, well-aligned and highly capable organization = sustained

performance

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Smart companies put talent first!

High performing companies are obsessed about

talent

Progressive companies are

forward looking and open to new ideas

and change

People not machines deliver

results !

High Potentials deliver 10x

Performance

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The Capability Context

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The world around us has changed !!

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The world has also shrunk into a 3” x 2” screen!

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The global marketplace is increasingly complex

with businesses competing to deliver on their promise to perform !

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Performance in the Marketplace requires perpetual preparation for the future while pacing the current

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HR is also under pressure

Deliver organizational capability through talent pipelines !

Plan for the company’s future needs

Show its impact on the company’s

performance – top and bottom line

Drive employee engagement

Provide employee development

solutions

Be Efficient, Impactful and

Results oriented

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Consequently, HR has also evolved as a function !

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Operational / Administrative

Performance Manager

Strategic Partner / Trusted Advisor

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Shift in environment therefore requires adjustment

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making time & space for value creation

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Digital has changed the Game Rules

The customer and the stakeholder are joined up through technology….. the gatekeeper’s job is redundant

Differentiation is hard to achieve …employer brands, value propositions…. same content different packaging

The traditional model of HR has been challenged! Value creation is demanded & expected

Print is history

Early Adopters lead the game

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Value Creation through Resourcing in the Digital World

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Value Creation Principles

Deliver capable talent cost efficiently

Strike a balance between

insourcing and outsourcing talent

acquisition

Free up HR business partner time for business

manager consulting /

advisory

Shift focus towards

developing, assessing and

supporting talent

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Value Creation Journey

40% Insource, 60% Outsource

60% Insource, 40% Outsource

80% Insource, 20% Outsource

Invest in People – Create Talent

Acquisition Teams

Invest in Technology –

Applicant Tracking Systems, Careers

Site

Invest in the EVP & Employer

Brand

Partnering with Industry Leaders –

Professional Job Boards

Referral Programs -

Engaging external talent

Leveraging own Talent

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Year 1

Year 2 Year 3+

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Value Creation Benefits

Capability • Talent Acquisition (TA) teams by

default are more focused & accountable to deliver talent faster, cost efficiently

• Our own people understand culture & job fit better

• Higher Quality of Talent = Higher Performance, Better Retention

• TA teams free up HR Business Partner time allowing them to engage, develop & retain talent

Economic • A 60% insourced , 40%

outsourced model delivers on average approx. 1/3rd or 33% savings versus a 100% outsourced model

• Enhancing skew to 80% insourced, 20% outsourced can result in up to 50% savings on resourcing budgets

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Q&A

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