Overview
This program is designed to help distributors develop a competitive advantage through human capital development. Making human capital a competitive advantage for organizations is a long-term process that requires:
- A Clear Vision
- Holistic Thinking
- Strategic Planning
- Carefully Crafted Strategies
- Multi-Party Collaborations
The course is based on the Optimizing Human Capital Framework that was produced as a result of a two-year applied research and extensive fieldwork as a part of the Human Capital Development Consortium, a research collaboration with 18 Leading Wholesale Distribution Companies in the United States.
The research efforts generated a diverse set of best practices including 5 Key Talent Practices, which will be taught during a 2-day session with the Talent Assessment and Talent Development tools. This can also be run as a Custom Program.
Benefits
- Explore competency based development methods
- Learn best practices in training needs analysis, development analysis
- Learn the use and application of Talent Improvement and Development tools
- Understand the connection between talent investments to financial metrics
- Create Holistic talent strategy that aligns with your business strategy
- Evaluate your talent planning and acquisition practices
- Evaluate proven assessment tools to access your employees
Developing talent is business’ most important task- the sine qua non of competition in a knowledge economy.
–Peter Drucker
Who Should Attend
- Senior management responsible for sales, operations, and growth.
- Human resource leaders, managers, and professionals.
- Organization development, training managers and professionals.
- Profit center and business development managers.
Deliverables
- Slides as a course booklet
- Workbook for exercises and activity
- Fundamentals of Industrial Distribution- the Sales Process book
- Optimizing Distributor Profitability book
- Certificate plaque
Required Materials
List of Key Growth Challenges
List of Human Resource Challenges
HR Metrics
Schedule
Day 1
8:30-9:00 Welcome and Introductions
9:00-9:30 Human Capital Development Overview
9:30-10:00 Overview of OHCD Process Map
10:00-10:15 Break
10:15-12:00 Talent Planning
12:00-1:00 Lunch
1:00-2:15 Talent Acquisition
2:15-2:30 Break
2:30-4:00 Talent Management
Day 2
8:30-10:00 Talent Development
10:00-10:15 Break
10:15-11:30 Talent Retention
11:30-12:00 Summary and Discussion
12:00 Lunch and Adjournment
Course Outline
Strategic Planning
Strategic Planning addresses multiple “Where” questions.
- Where do you want to go as a company?
- Where do you stand in the marketplace?
- Where should you start in the talent development process?
To answer these three questions requires Strategic Planning in two areas:
- Planning for Business Strategy
- Planning for Talent Strategy
Talent strategy defines the ways in which an organization allocates its human resources to accomplish its mission. If the business strategy is a map for a company’s journey, then the talent strategy can be considered the vehicle to take the company from the start to the destination. Therefore, Talent strategy must be aligned with the Business Strategy.
Talent Practices
The second core component of the course focuses on Talent Practices. It addresses the “What” question: What does it take to develop the talent you need? We categorize Talent Practices into 5 Core Areas:
- Talent Planning
- Talent Acquisition
- Talent Management
- Talent Development
- Talent Retention
Each Core Area represents one phase of the talent process. Within each core area, there are 5 Key Sub-Areas, which leads to a total of 25 Talent Practices for consideration.
Talent Planning
Assess your organization’s current talent capacity and forecasting future needs. To ensure the effectiveness of Talent Planning, organizations must engage in 5 Key Activities:
- Cultural Assessment
- Talent Gap Analysis
- Talent Forecasting
- HR Structuring & Skilling
- Talent Analytics
Talent Acquisition
Adding human resources to the organization based on the needs identified through Talent Planning. The 5 Key Activities related to Talent Acquisition are:
- Personality/Competence Assessment
- Job Design
- Talent Sourcing
- New Hire Onboarding
- Managerial Onboarding
Talent Management
Manage individual performance to achieve optimal business results. This process involves 5 key activities:
- Organizational Design
- Performance Planning
- Performance Analysis
- Performance Evaluation
- Performance Improvement
Talent Development
Bring out individual potential through learning and development. To accomplish this goal, the 5 key activities are:
- Job Training
- Career Development
- Succession Planning & Management
- High-Potential Development
- Leadership Development
Talent Retention
Engage and Retain individuals for the organization’s long-term sustainability. To do so, the 5 Key Activities needed are:
- Providing competitive compensations and benefits programs
- Adopting effective engagement strategies
- Having a meaningful off-boarding/exit process in place
- Managing multigenerational workforce
- Managing change
Talent Tools
The third component of the course addresses the “How” question.
- How are you doing with your talent practices?
- How can you improve your talent practices?
To help you answer these 2 questions, we have identified or developed a number of Talent Tools for purposes of Assessment and Improvement.
Assessment Tools (39 in total) can be used to examine your company’s current status, and to benchmark your talent practices off the ‘best practices’ we identified from real-life organizations, as well as academic and practitioner literature.
Improvement Tools (29 in total) are our recommendations for strategies that you may use to close the gaps revealed by your assessment results.
Outcome Metrics
The final component of the framework is Outcome Metrics. It addresses the “Why” question: Why do you capitalize on the talent you have? As an old saying goes, “What gets measured, gets done.”
While distributors utilized many metrics to gauge their level of success in sales and operations for a long time, they have rarely used financial metrics to measure their employee development investments. This is largely because talent initiatives are often difficult to quantify due to the nature of the intervention, variability in talent improvements, difficulty of linking employees’ performance improvements to business process improvements (directly or indirectly), and the lack of visible immediate effect on profitability. To help address this issue, our framework included a number of Outcome Metrics, which we classified into 3 groups:
1. Process Outcomes
2. Financial Elements
3. Financial Metrics
