As part of our "Talent Crowd" series, I interview Andy Headworth, founder of Sirona Consulting and one of the top rated bloggers in the talent space, to find out what he thinks is good about the CIPD's 2010 HR Software Show and what the next 12 months hold for HR practitioners.
As part of our "Talent Crowd" series, I interview recruiting futurologist and founder of MetaShift, Matt Alder to find out what he thinks is in store for HR practitioners over the next 12 months and why he is going to the CIPD's 2010 HR Software Show.
As part of our "Talent Crowd" series, I interview Robert Symons, StepStone Solutions Director of Sales for UK & Ireland to find out what he thinks is in store for HR practitioners over the next 12 months and why he is going to the CIPD's 2010 HR Software Show.
CE> Why are you going to HR Software Show this year?
RS> StepStone Solutions is a regular at the CIPD HR Software Show and, as our portfolio of products and services has expanded, we've moved to the ground floor of the expo hall as it gives us an opportunity to highlight the breadth of our Talent Acquisition and Talent Management solutions.
I am planning to attend on the first day to ensure we get off to a great start, see how the pre-booked consultations are going and to hear what current and prospective customers have to say. One of the things that I'm curious about is the increasing interest in talent management solutions from particular sectors over the last 6 months - I'm keen to learn if that is specific to those sectors or reflects broader needs.
I'm also looking forward to having a bit of fun with the Table Football competition that we've organised to celebrate the World Cup.
CE> What is good about the show?
RS> It's a great show to talk to a real cross-section of people across HR, IT and Procurement from Directors, Head of Talent and Resourcing and Heads of Procurement through to the people who are on the ground sourcing and managing talent. From an attendee's perspective it offers access to a range of providers and can prove very effective in shaping shortlists for coming projects. Also when meeting the suppliers face to face you can understand more about the quality of staff, culture and dynamism which are factors which cannot always be effectively gleaned from a website or glossy brochure.
From a supplier view point it offers us an opportunity to showcase our solutions, build our brand and demonstrate how committed we are to servicing the UK market with local solutions supported by local staff who really understand the market.
CE> What are the priorities for employers over the next 12 months?
RS> The key aspect for employers will be striking a balance between cost efficiencies and ensuring they manage talent effectively whilst focusing on business improvement. Organisations will continue to struggle to find high quality people even though the market is awash with candidates. Meanwhile high performers will need to be managed carefully as organisations continue to optimise their business. Employers will need to be agile to respond to the fluctuating market conditions and have flexible resources quickly able to take advantage of opportunities as they arise without carrying people on the bench.
Those companies who are rigid or constrained will be slower to respond, allowing more agile competitors who can target skills and flex resources more effectively to maximise opportunities and take market share. Employers also need to address the difficult questions around structure to ensure business is lean enough to drive profitability but supported enough to be efficient and deliver value to customers.
CE> How should HR respond to these priorities?
RS> A priority will be to ensure that talent initiatives drive value. There will be continued competition for budgets for projects and the money will go to those projects providing the most business value or strong evidence for a return on investment. HR needs to focus on demonstrating tangible business benefits through optimising talent and ensuring that the business has the necessary skills and resources to compete in the tough market conditions. Analysis of skills, improved performance management and effective use of compensation management will enable HR to respond and support the business moving forward.
Tight control of recruitment coupled with a focus on quality not quantity will also address the changing organisation requirements as many companies seek to upgrade staff to address the tougher market conditions and to be ready for the upturn.
As part of our "Talent Crowd" series, I interview Robert Symons, StepStone Solutions Director of Sales for UK & Ireland to find out what he thinks is in store for HR practitioners over the next 12 months and why he is going to the CIPD's 2010 HR Software Show. 
