Procurement Strategy - Top 10 Tips For Starting Category Management

Category Management is an approach to procurement that groups together items that either have similar characteristics or are sourced from similar supply markets. These categories of spend are then managed as a complete value chain (from end user to the lowest tier suppliers) with the objectives of lowering costs, improving service and stimulating innovation. Here are ten tips for kick-starting your category management programme.

1. Get a senior management mandate. The category management approach will in all likelihood be different to the approach your organisation currently takes. This will involve change and as with any change initiative it is vital that you get a mandate from senior management who can then help direct policy and remove any organisational barriers you might find.

Change Management

2. Develop the scope. The starting point for category management is to get a clear picture of what you currently spend. Building a spend cube (a database that lets you slice it into views of who spends what, on what, with whom and for how much) is a great starting point for deciding what categories you should put into the programme. Do not just replicate past contracts. Look instead to see how different sub-categories can be combined.

Procurement Strategy - Top 10 Tips For Starting Category Management

3. Have a process. If you are going to win the hearts and minds of those who need to be involved in your category management programme (particularly budget holders and users of the products and services) you need to be able to show them that you have a process for how you will go about the task. This should cover as a minimum how you will collect data, analyse it, draw conclusions, develop sourcing options and then select the preferred one.

4. Have proper governance. One of the reasons some people outside of Procurement resist category management is that they are fearful of your process becoming unstoppable once started with a risk that strategies may be deployed that damage the business. The way around this is to have a gated governance system that checks the output from each stage of your process and confirms that you can proceed to the next stage. Usually this has representatives from senior management on the governance board.

5. Set expectations. Category management is not a quick fix solution to an organisational problem, although short term savings may be identified along the way. It is important to set expectations so that support is not withdrawn if immediate benefits fail to appear.

6. Set targets. Category management can and will deliver significant cost savings if managed properly. It can also deliver improved service and stimulate innovation. You need to establish with senior management the overall target that you are trying to achieve.

7. Decide how it will fit with contract management. One outcome of category management will be new contracts. It is important that you think about how these will be handed over to those who will be responsible for managing them and also how you will involve them in agreeing the contracts. Category management should not result in contracts that are incapable of being managed.

8. Decide how it will fit with supplier relationship management. Category management results in suppliers being selected who have the right capabilities and characteristics to meet your needs. Supplier relationship management should develop your key suppliers. Obviously, it is vital that these two functions work in harmony with the outcome of each informing the other.

9. Check that you sufficient capacity and capability. Category management requires a relatively rare mix of skills. In addition to procurement expertise, category managers need skills in problem solving, project planning and relationship building to name just three. Before you press your foot on the accelerator too firmly, it would be wise to check that you have sufficient people with these skills otherwise you may need to prioritise your categories.

10. Communicate. As mentioned earlier, category management is as much a change programme as anything. The success of any programme of change depends on the effectiveness of keeping everyone up to speed with your progress. So have a communications strategy and deliver it well.

Procurement Strategy - Top 10 Tips For Starting Category Management

Do you want to learn more about effective procurement?

If so, download my brand new free ebook "The 5 Keys to Breakthrough Sourcing Strategies" here:

http://www.SourcingStrategyWizard.com/Sourcing.htm.

Steve Carter is an experienced procurement practitioner and published author and runs online training and coaching courses.

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Time Management and Planning Tips

"I must govern the clock, not be governed by it." ~Golda Meir

"Time is one thing that can never be retrieved. One may lose and regain friends. One may lose and regain money. Opportunity, once spurned, may come again. But the hours that are lost in idleness can never be brought back to be used in gainful pursuits" ~Winston Churchill

Change Management

We all have the same amount of time in a day, no ifs ands or buts. Some people are able to get so much done in their days while others seem to flounder and barely get meals done. We all have 24 hours in a day, 7 days a week. What we do in those minutes, in those hours determines where our time goes, how our days are spent. Simple? Yes and no. What do others do with their time that allows them to get so much more done? What is the secret? I believe it involves planning.

Time Management and Planning Tips

Planning is the best time saver there is. Take time one day a week and look at what is coming up for you. Are there appointments that must be kept? Are there any birthdays, holidays, special activities, games and/or practices this week? Take notes, either mental or written of the things that you have to keep during the next week. Also, look ahead at things that are coming. You don't want to wait until the week before something to take action for special events that are coming. If you have a birthday that is coming up for someone that is three weeks away, you can add some prep for the birthday this week. Now you can look ahead and schedule those things into your week this week. Even if you just bought some plates and streamers and candles for the birthday that is coming up, you are a little more prepared. It also doesn't take such a big bite out of the money at once. By looking ahead and doing some simple planning, you aren't leaving things for the last minute. This is something that those people who seem to be on top of things all the time do; they don't leave things until the last minute and make sure they know what is coming up. They stay ahead of the game.

You can use an elaborate day planner system, printable calendar pages, a wall calendar, desk calendar, pocket calendar, etc., to do your planning. To be honest, I just use a very simple system right now. All appointments that we need to keep get wrote on one wall calendar. As soon as they are made or as soon as I know, I write them on that calendar. I also have a household notebook (also known as a household management notebook, family notebook and I am sure other names) where I do my planning. With 5 children, my dh's birthday and our anniversary plus all of the holidays that come up, I need a place to keep ideas, suggestions, and plans for what is coming up.

Since I homeschool and stay home, my days aren't full of outside activities or lots of meetings. I use a basic daily schedule and try to follow that as closely as I can. I have devotions, exercise, grooming, cleaning, cooking, meal prep, and of course schooling on my schedule. We don't follow this exactly, on the dot, everyday. It is a guide to our day. You might need something different. What works for me might not work exactly for you and vice versa. A plan is a good idea for everyone no matter how busy or not busy we are. If you are a busy person with lots of meetings, a daily schedule probably isn't going to work for you. A day planner of some sort would be a good idea where you can pencil in your meetings and various appointments. Your weekly planning session would be longer than mine but still very important for both of us. But, be flexible with your plan. Remember you are not a slave to your planner. It is there to serve you. If your time management system isn't working, tweak it. I know I said a lot in these few paragraphs, but I feel that they are important if we want to get a hold on our time and make the most of it.

25 Time Management Tips:

1. Keep a time log. Take a piece of paper and fold in half. Write the hours you are awake on the paper. Now, write what you do during those hours. You are able to see where your time is going and what you are spending it on. This really helps you keep track of where your time is going. Do this whenever you feel like you can't keep up with everything.

2. Know what your values are and live them. Who do you want to be? What do you want to do? Where do you want to go in life? Your life can feel miserable and empty if we aren't living a life that flows with our values and priorities.

3. Learn to say no to what is not in your mission or your values. Many of us have yes syndrome. That is where we say yes to too many people when we know we should politely say no.

4. Do the best you can now. Focus on the moment, or focus on the task at hand (as a former Pastor I was under used to say). If you are working, focus on the work, get it done. Same as when you are relaxing. Focusing on the moment is a good habit to learn. Enjoy yourself now, no matter what it is that you are doing.

5. Forgive yourself for the past, don't hold onto past mistakes. How often do we waste time for mistakes that we made in the past? If you can learn from it, then learn and let go. Not only is it freeing, now you aren't wasting time by holding onto something you can't change, you aren't spending time worrying about it.

6. Listen to audio books while in the car. One thing that I would like to do is have a cd player in the van (yeah, it is a little behind the times) and put in audio books for all us to listen to. Those of you who can, use that time in the car to listen to books that you would like to read or when the kids are in the car, put in a family favorite audio book and enjoy a family read-aloud time while going down the road.

7. Use a planner. It can be a cheap homemade one, one purchased at Wal*Mart to an expensive one you ordered online. I use one that I made myself. It used a 3-ring binder and print paper. I have made this work for me

8. Get ready earlier than you think you need to. Leave earlier than you think you need to leave. How many of us put those things off until the last possible minute and then are rushing and stressed because we are going to be late? The concept is simple and should be relatively easy to implement. It will require you to make yourself conscious of what you are doing and why. This will result in less rushing around the house and yelling and a less stressful drive.

9. Us the time while you are on the phone to do something. You can clean out your purse, organize a drawer, straighten your desk, etc.

10. Make up a meal plan and follow it. Also, doing things ahead of time will cut down on frantic dinners and eating out. You can do something as simple as browning extra ground beef and freezing it to actually doing OAMC.

11. Create a before bed routine and actually follow it. This is a big morning rush saver. If you follow this one thing, you will see a big change in your morning. I have been doing this for years and love it.

12. Stop putting things off. Procrastination is a bad habit to get into and hard to get out of. People who are on top of things, aren't late to appointments, have time to make meals for other families, reach out to neighbors, etc, are people who don't procrastinate. Procrastination is a time stealer, joy robber and doesn't let you have peace of mind. Do whatever it is that you have been putting off and you will feel better when it is done.

13. Reduce the amount of time you spend watching TV. The television set is a big time zapper. We use a device like a Tivo and also closely monitor what we allow into the house. With the Tivo, we are able to watch a show that we like whenever we have time and skip all of the commercials.

14. If you need to call someone who really talks, call when you know you might be able to get off the phone quickly. An example would be, around meal time and late in the day. Also, if you don't need to speak to them directly, you can always call when they aren't home and leave a message on their answering machine.

15. Use your body clock. When are you most productive? When are you the least productive? Plan the items that require the most energy from you when you have the most energy. And the same with your least energetic time of day. I am least energetic at night so I try to not do much then. That means that I need to get as much done before then.

16. With your priorities in mind, make a checklist of things you want to accomplish each day. Glance over your goals each day and then prioritize your list.

17. Clean your desk off at the end of the day. Put everything away, and when you go to it the next day, everything is properly organized and straightened. Who likes to start a day amidst a mess?

18. Keep a calendar at your desk. I have one hanging above my desk but have also used a desk calendar. Right important dates on there and appointments. Now you can see what is coming up at a quick glance.

19. Don't put it down, put it away. One of the reason we have so many paper piles is because, well, we pile it. All junk should go immediately in the trash. Mail should have a place to go, and only keep what is needed. Have a designated area for paper and make sure it gets there.

20. Continually reevaluate your system. If something is working, toss it. If you see that someone does something differently, give it a try. Read books on the subject and change what you think will work. Nothing is written in concrete, it can be changed, adapted whenever needed.

21. Once a week clean out your purse and organizer.

22. Always put away whatever you are using when you are done with it. We waste so much time looking for things because we didn't put them away when were finished with them. Have a place for your keys, purse, cell phone, etc.

23. Delegate! This is something that we should be doing. When a mother does all of the household duties, she isn't delegating enough. This isn't meant to say that we shouldn't do work, but when we are picking up after everyone, doing everything for every meal, all parts of laundry chores, etc. then we are doing too much by ourselves. Two or more people can accomplish more than one can.

24. Believe in yourself. We are more times than not, our own worst enemy. I know you have heard this before, if you don't believe in you, who will?

25. Let go of perfectionism. Not everything has to be done perfectly and some things are out of your control.

"You will never find time for anything. If you want time, you must make it." ~Charles Burton

"Everything becomes different when we choose to take control rather than be controlled. We experience a new sense of freedom, growth and energy." Dr. Eric Allenbaugh

Time Management and Planning Tips

Jennifer, wife to Randy, mom to 5 wonderful kids.
http://www.ourfamilyof7.com

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What Debt Negotiation Is All About?

The effectiveness of a debt settlement program depends on how well you appreciate the dynamics of debt negotiation. The following factors influence the debt settlement program:

1. The importance of creditors: Every bank differs in the terms and conditions on which it does debt settlements. While most creditors are cooperative, some of them may be aggressive as far as debt settlements are concerned. These aggressive creditors have higher creditors historical settlements than the rest. Also they may take legal action against you to recover the debt. If unfortunately you have fallen prey to such creditors, the risk of you becoming bankrupt is extremely high.

Change Management

2. The importance of the length of the debt settlement program: In majority of the debt settlement cases, although legal action is the last alternative, every creditor has the right to sue the debtor if the debt amount is not paid off in the stipulated time period. Creditors usually prefer to settle the matter out of the court because that is more lucrative to them. Therefore, to avoid the court hassles, it is better that you clear off your debts as soon as possible. As a thumb rule, the time taken to eliminate the debt should not be more than three years. However there may be exceptions considered depending upon the total income, the financial state of the debtor, etc.

What Debt Negotiation Is All About?

3. The importance of your current account activity: the way you manage your current finances tells the creditor whether you are genuinely facing problems or just cheating them. Take for instance you just buy a brand new car. This step of yours is going to make the creditor feel deceived and they may reconsider their decision of debt settlement. In the bargain, only you are going to be the loser since the creditor may then resort to legal action.

4. The importance of your credit history: If you have filed Chapter 7 Bankruptcy case in last 7 years, there are very few changes of you getting any considerations again. The more the duration between the last time you filed to the recent, the better is your position for debt negotiation.

5. The importance of your hardship: There are certain situations in life that are beyond our control like losing a job, a divorce, a major accident or a major illness, etc. If such situations lead you to debt settlement program and you can prove the authenticity of the situation, then you may most probably get milder settlement terms from your creditor. Also if the creditor realizes that you cannot afford beyond a certain limit in your destitute condition, even then you may get favorable settlement terms. All you need to remember that even creditors are human beings and they do sympathize if the situation is genuine.

What Debt Negotiation Is All About?

Manuel Pereira is the founder of [http://counselingdebtdeals.debtrelief2000.info]; a website specialized on card credit debt management [http://counselingdebtdeals.debtrelief2000.info], resources and articles.

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Good and Bad Effects of Technology to Our Lives - Is There a Way to Change It?

Many of us are always thankful for our daily usage of today's modern technology. Every day, we get to perform our daily tasks easier because we have the helpful materials and gadgets that keep us at ease. Life will never be as easy as we look at it now without the advancement of technology. Think of how ancient people back then struggle just to create fire. Now, we can make one with just a click. Recall how transportation was done back then and see how much it has improved now. We are all living a better and more comfortable life because of our technology.

Even though we go on with our daily lives with such comfort and ease, there are things that we sacrifice for it. Because of the on-going technological demands, we have continuously taken for granted the effects it will cost us, and now we slowly notice them coming. Just for instance, the machines that we are using are not all there is. We use them very effectively, but are slowly destroying our planet because of them. Machines uses up a lot of heat energy. We use fuel to accommodate this need. It will then dispose wastes that are turned into smoke. It pollutes our air giving us unhealthy environment to breathe in. Mountainous areas have been turned into industrialized sites. Now even rain forests are being endangered. Trees are being logged to be made into furniture, and for constructions. We now have bare mountains.

Change Management

There are submarines, ships of the largest, best ones. They all add up polluting our ocean. The cars and land vehicles we are using as well. They help us go from place to place easier and faster, but the polluted air it creates is devastating.

Good and Bad Effects of Technology to Our Lives - Is There a Way to Change It?

We have developed the use of plastics because it will cost easier production so that one can create more in just a fraction of time. They are disposables so that we can buy them cheaper. But when we throw these, they add up to the mountains of wastes being dumped onto a waste disposal area each day. Just imagine how much garbage s single person can collect in just one day, and multiply that to billions of people. Waste disposal has been one of the biggest problems of our society today. We have built so many things that we end up throwing after just one usage.

Maybe there are reasons for us to be grateful having all these modern equipments, and they are sure to help us in many ways. But the fact that we are all destroying our environment. It can have really good effects on us, but it also creates a devastating effect to our environment that destroys our health and living.

Good and Bad Effects of Technology to Our Lives - Is There a Way to Change It?

Related Articles
Effects of Technology
Importance of Technology

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What is Management?

Management is different from leadership but just as important. To understand the nature of management, we need to be clear how it differs from leadership. The first step in answering the question: "What is management?" is to understand the basic tasks of all organizations. Like any other species, an organization needs to take care of its immediate business of survival but it also has to evolve to ensure its fitness to cope with changes in the environment and the actions of competing species.

Management is the function that organizes the execution of today's business. Leadership is the evolutionary mechanism that changes organizations to prosper in tomorrow's world. Whenever a species or individual animal runs into obstacles, variations occur and new forms are selected from those variations. Leadership is a risk taking type of action that explores new frontiers and promotes new ways of behaving. It follows that, in a stable environment, good management is all that is needed to prosper; leadership in this context isn't required.

Change Management

This portrayal is not the popular one where leadership means being the top dog in a group regardless of what's going on in the environment. Also, management has been cast on the rubbish heap since the late 1970's following the initial wave of Japanese commercial success in the West. We wanted a scapegoat for our failure to compete with the Japanese, and management was fingered for this role. Jack Welsh, Tom Peters and other gurus called for more leadership and an end to management, which they saw as stifling innovation. The reality was that a lack of competition created a complacent attitude AND lackluster management. It was the way management was practiced that was the problem, not anything to do with management as a function. We simply needed to upgrade management for a new reality.

What is Management?

Being hierarchical by nature and inclined to worship heroes, we tend to regard the person in charge of our group as a leader. But complexity demands specialization and executives need to perform multiple roles that depend on the unique demands of their situation. If their main function is to maintain quality, low cost and good customer service while motivating employees to perform to their potential, then they are performing the management function, not showing leadership.

Management is like investment. Managers have resources to invest - their own time and talent as well as human and financial resources. The goal or function of management is to get the best return on those resources by getting things done efficiently. This doesn't entail being mechanical. The manager's style is a contextual issue. With highly skilled and self-motivated knowledge workers, the manager can be very empowering. Where the workforce is less skilled or motivated, the manager may need to monitor output more closely. By saying that management is a function, not a type of person or role, we better account for self-managed work teams where no one is in charge. Managemenet simply makes the best use of all resources even when we manage ourselves. Hence management does not necessarily entail a dictatorial, controlling overseer. Skilled managers know how to coach and motivate diverse employees. Getting things done through people is what they do.

The aim of management is to deliver results cost effectively in line with customer expectations and profitably, in the case of commercial organizations. It is not only leaders who can be inspiring. Inspiring leaders move us to change direction while inspiring managers motivate us to work harder.

Management is a vital function thanks to the complexity of modern organizational life. The need to coordinate the input of so many diverse stakeholders, experts and customers requires enormous patience and highly developed facilitative skills. Excellent managers know how to bring the right people together and, by asking the right questions, draw the best solutions out of them. To facilitate well requires managers to work very closely with all relevant stakeholders.

By contrast, the leader can be a bit of an outsider. Like Martin Luther King, Jr. promoting desegregation on buses to the U.S. government from the sidelines, the leader can induce people to change even with no direct involvement or authority over the people who are needed to take the hoped for action.

Managers don't just keep ongoing operations ticking over. They also manage complex projects like making a modern movie or putting the first man on the moon. Leadership is only required to sell the tickets for the journey or to resell it periodically if resistance develops, but management drives the bus to the destination.

What is Management?

See http://www.lead2xl.com for more articles like this one. Mitch McCrimmon has over 30 years experience in executive assessment and coaching. His latest book, Burn! 7 Leadership Myths in Ashes, 2006, challenges conventional thinking on leadership.

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Contract Management

Contract Management encompasses all the activities that an enterprise or an individual engages in, while entering into a business transaction with one or more trading partners and fulfilling all the obligations of the terms and conditions agreed upon on the contract.

Almost all the transactions that occur in the business world are governed by a contract is some shape or form. Some of the common examples of contracts we deal with in our day-to-day life are employment letters, sales invoices, purchase orders, utility contracts.

Change Management

Contract management is the process of managing of all aspects and phases of any and all contractual agreements including the creation of certified, professional contracts that meet legal directives, supply categorization and systematization in contracts, etc.

Contract Management

Contract Management is the total arrangement of transactions of an individual or a venture. Contract management covers the most basic operation to the most major decision occurring between two or more identities in the business. Even the simplest individuals who are just leading an average living engages in a contract management in the form of the receipts of every purchase they make, the tickets they use in transportations, the warranty of the appliances or gadgets they have bought.

A contract management system facilitates coordination, reporting, and monitoring of multiple business processes and partners throughout the supply chain. The strength of contract management tools lies in automation: streamlining the management of each contract through its entire lifecycle, including the stages of planning, negotiation, storage, maintenance, and analysis.

Contract Management is the creation and maintenance of trading partner relationships in a structured format. Today's complex trading relationships involve multiple business processes and business partners throughout the supply chain. Inherent in these relationships are complex language and terms governing many factors such as price, shipment, payment, quality, volume breaks, rebate policies, discounts, and so forth. Managing all of this, especially if you have thousands of relationships and contracts that change on a frequent basis, requires a serious commitment of time, and resources.

Contract Management

Ismael D. Tabije is the Publisher-Editor of www.BestManagementArticles.com, a unique niche-topic article directory that features exclusively business and management topics. For a large dose of contract-management tips, ideas and strategies, see contract-management.bestmanagementarticles.com .

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Anger Management - The Key to Overcoming a Bad Temper

For some, controlling their temper is more complex than landing a jumbo-jet. They react as they have all their lives, and old habits die hard.

You can change all of that. By looking at things from an entirely new perspective, you can learn how to remain calm and avoid reacting as you always have.

Change Management

First a practical example. We'll call him Peter. Peter is around 50, has worked all his life, but has developed arthritis. His son was arrested and served time about a year ago as a chauffeur for some thugs. Private life had made Peter very touchy. Peter had shown his anger a couple of times before, but some time ago he became angry once again. Looking at a virtual loss of his job, he has reached the point of no return.

Anger Management - The Key to Overcoming a Bad Temper

How to Overcome This Type of Anger

Just as people taken for DUI (Driving Under Influence) are forced to follow a three day course about proper behavior in connection with alcohol, so examining your anger pattern can tell you something important you can use to overcome this problem.

There are three main reasons for this type of anger:

Frustration Stress IllnessesIf your anger is connected to illnesses, such as a mental disorder, you might need medication. We can't help you about any specifics in this, but would recommend you check this with your doctor. He can check up your physical and mental health. This article focuses on anger-management that is habit-related. I am not a doctor, and consequently contacting your regular physician is recommended if you have doubts about the nature of your anger-related behavior.

But let's continue to see how you could be helped.

How to Be Less Frustrated

If your anger is related to frustration, you need to identify the source for this frustration. Are you in the wrong type of job? Would you like different working hours? Do you have financial problems? Do you have marital problems?

Whichever it is, you need to handle your frustration first. Set goals where you want to begin a process of taking control in your life. I would recommend reading about the Kaizen principle. It is a Japanese ideology that focuses on taking giant steps ahead in the long term by taking little baby steps in the right direction at your own pace.

Don't get disillusioned by little fallbacks, but set yourself a goal of always striving forward. Try to leave frustration behind. Frustration is normally related to feeling you aren't good enough. Change that mindset, and accept things the way they are. If you can't solve a problem today, call a repair man and be happy you took the first step.

Leave frustration behind by taking control in your life.

How to Remove Stress From Your Life

If you have been working too much lately, or in other ways have had a few too many assignments, be honest about it, and change the behavior. If you have some vacation time saved up take a week off to recuperate, rent a summerhouse or borrow from friends who might have some isolated place. Go there with your family and relax. Leave your cellphone off, but have it handy in case of an emergency.

Secluding yourselves as an entire family can be very healthy from time to time. Play some football with your son, or play games with your daughter. Your kids will enjoy having one-on-one time with both of you, and you will grow as a couple when you do this.

In Conclusion

When you begin to handle frustration and stress in your life, you can grow beyond bad tempers. It is very important you take these little steps to keep your blood pressure low and remain in good health. Today can be the beginning of that road to recovery for you.

Good luck.

Anger Management - The Key to Overcoming a Bad Temper

Thanks for reading this article. Hope you enjoyed the information.
You can see my overview of blogs over at http://blunckmeister.googlepages.com.
You can follow me on Twitter: http://www.twitter.com/henrikblunck.
Feel free to leave feedback if you were helped by this article. I am always happy to hear what YOU think.

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Talent Management, Acquisition and the Importance of Role Consultancy

Introduction

In all businesses today, aligning human resource management with business strategy has become an important element to succeed. Organisational restructuring, managing key resource requirements, performance management systems, career and succession planning have all been re-aligned to form synergy with the company's overall business strategy.

Change Management

With increased competition, changing workforce demographics, talent shortages and increased globalization, many organizations are now proactively studying leadership, demographic and economic trends, to prepare for their future workforce needs. HR departments are developing comprehensive workforce plans and talent management strategies centered on attracting, assessing, selecting, engaging, and retaining talent

Talent Management, Acquisition and the Importance of Role Consultancy

The practice of Talent Management is more important in today's economy than it has ever been. Now in the new millennium, we find ourselves in the talent age. In the new millennium the only unique asset that many companies have to maintain a competitive edge is their people. In the global market place and every industry around the world, it is the talent and its management that differentiates and sets the tone for success or failure
To achieve organizational goals, one must synchronize their business strategy and human capital strategy. Successful organisations have the right talent in place at all levels - people who look beyond the obvious and take the business into the future. The basis for ensuring this is an integrated approach to talent management.

Finding and keeping the right people has an enormous effect on one's organization's financial performance. Identifying these talents and hiring people whose talents are similar to those of top performers are crucial steps toward achieving individual and organizational success Talent management and leadership development remain the biggest Human Resources challenges. The two issues are rated "highly critical for success" Talent management means aligning talent strategies with organisational needs; attracting and selecting the right people, identifying and shaping their potential and fuelling their enthusiasm and commitment

Effective talent management is a critical business goal for all leading organisations in today's economy. Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of Human Resource manager is shifting from that of a protector and screener to the role of a planner and change agent. The knowledge age moved the basis of economic value to information assets through integrated communications and computer technology. Now the competitive battlefront is for the best people because they are the true creators of value. PEOPLE provide unique knowledge, an inherent component of the value-proposition that PEOPLE bring to an organization; knowledge gained through education, training, and experience. Investment in PEOPLE will position organizations for continual innovation in an increasingly diverse, competitive and ever-changing climate

Human capital is the most vital resource in any organization and also the most difficult to manage. Today the success of Human Resources professionals is directly linked to the quality of talent and its productivity and they are being held accountable to deliver on stringent and measurable performance metrices. Building a competitive talent pool is a function of attracting, engaging and retaining the right mix of competencies. Companies are also increasingly hiring employees whose personalities and values reflect those of the organization

Talent Management is more and more business critical to organizations, bringing with it, new visibility and challenges. For Human resources people, employees are the face of company's brand and the most vital asset of one's business. They drive organisation's productivity and profitability. Aligning Talent Acquisition to the organization's strategic objectives is imperative to the success of the organization and Human Resources tend to concentrate in recruiting those key people and focus their attention and resources on developing them. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development.

It would be apt at this juncture to recapitulate on the nuances on Talent Acquisition and Recruitment

Recruitment and Talent Acquisition are used synonymously but there is quite a lot of difference between the two. Recruitment involves the process of filling up of the vacancies where as talent acquisition shows the strategic hiring of talent not only for the current requirement but also planning for future. McKinsey & Company (1997) that coined the term 'the war of talent', predicted that there is high demand for managerial talent in future. The survey report insisted on five elements for tapping the successful talent such as talent mindset, growing great leaders, employee value proposition, continuous top talent recruitment and differentiation. Hence the companies need to be forearmed to anticipate and determine the talents.

Recruiting- been viewed as a transactional, commodity based business function to fill job openings with qualified people. In contrast, Talent Acquisition is distinct elements of the Talent Management continuum, a proactive, strategic function, procuring talent for the organization's value add. Talent Acquisition is no longer a silo in the human resource function, but collaboration with specialists from other functional areas within Talent Management to posture a company for talent who will evolve and become strategic partners within the organization. Talent Management/Acquisition asks: do we have a strategy in place to attract and retain qualified employees; do we know what business is in the pipeline, what the staffing needs are for the next six-twelve months, bill rates that determine potential candidate salaries, etc

On moving to a Talent Acquisition model there is a significant difference between those organizations that practice recruiting and those that have a talent acquisition practices

Recruiting- To identify & select a person for a position.
Talent - A special often creative, artistic or mental gift.
Acquisition - To gain possession of something as a result of effort or experience.

Strategic Talent Acquisition takes a long-term view of not only filling positions today, but also using the candidates that come out of a recruiting campaign as a means to fill similar positions in the future In the most enlightened cases of Strategic Talent Acquisition, clients will recruit today for positions that do not even exist today but are expected to become available in the future. Recruiting is involved on the front end of the process; Talent Acquisition would be as a collaborative business partner. Aligning Talent Acquisition to the organization's strategic objectives is imperative to the success of the organization

Role of Consultancy in Talent Acquisition and Talent Management.

The Talent Acquisition needs of companies are becoming more and more intricate - which means more focus and effort for proper functioning. Cross location, multiple skills, blend of technologies and personal attributes makes the hiring process a very involved effort

By outsourcing Talent Acquisition function, the organisation can focus on core business issues, while they have a reliable framework of Talent supply. This is a new emerging paradigm which is making a lot of companies tread this path. Nurturing Human Capital via Talent Management, would be the focus of Talent acquisition and recruitment. Recruitment Support includes activities from pre- and final- screening, interview management, Offer Management and Data Management. Recruitment is integral to talent management and requires considerable executive management mindshare. Recruiting is changing fast, with myriad challenges facing those responsible for attracting, hiring and retaining top talent.

The role of human resources has shifted within most leading organizations and Human Resource practitioners are now required to demonstrate value to the business. Talent acquisition platform can be configured to fit the size and structure of any recruiting organization Working closely with the business, Talent Acquisition Consultant- would manage all Experienced Hire Recruitment

Talent Acquisition Consultancy would work in cohesion and coordinate with the respective & assigned business function(s) to source, recruit and select the best Talent for the organiation

Talent Acquisition Consultancy - would work in the role of a partner to align strategies that would support business objectives and create processes, tools and cultures that attract, motivate, engage and retain strong, high-potential Talent.

Talent Acquisition Consultancy- with the background and exposure of global competence in executive recruiting, and also country specific knowledge; will be in position to play a critically important role in identifying high profile executives and recruiting top global talent. Talent Search Service would range from single assignment to regional or global and could include multiple positions in various locations

Talent Acquisition Consultancy Would Play A Significant Role In

Identifying Top/Senior level Talent for all business groups and be responsible for identification, recruitment and on-boarding of senior level leaders throughout the organization utilizing direct sourcing techniques including personal networking, online search, and leveraging internal tools and resources

Responsible for providing creative sourcing solutions to customers in a consultative role. Recruiting through a variety of sources, including Internet, professional associations, networking, advertisements, job fairs, university relations, etc. Function as a full business partner to develop staffing processes, identify business issues and recommend innovative solutions.

Find, assess, engage, hire, and on-board the highest quality candidates, especially in the critical skill areas. Assess candidate skills, background and fit so as to predict performance levels and styles with a high degree of accuracy.

Manage the full life-cycle of the recruiting process - Recruit / Source, contact, screen candidates.

Assess candidate's competency to include job fit, motivational fit and culture fit.

Source, identify, and screen candidates to determine if their technical ability, attitude and personality make them a fit for the Client's culture

Develop candidate talent pipelines through sourcing channels, recruitment campaigns, internet searches, networking groups, social media, database search

Talent Management

Once the Talent Acquisition process is completed the human resource professionals have to concentrate on the next level of Talent Management- Talent Development. It is necessary to develop the skills of the employees through Training and Development Talent Management in organizations is not just limited to attracting the best people from the industry but it is a continuous process that involves sourcing, hiring, developing, retaining and promoting them while meeting the organization's requirements simultaneously

Talent Management, as the name itself suggests is managing the ability, competency and power of employees within an organization. The concept is not restricted to recruiting the right candidate at the right time but it extends to exploring the hidden and unusual qualities of one's employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern

To achieve success in business, the most important thing is to recognize the talent that can accompany one in achieving one's goal. Attracting them to work for you and strategically fitting them at a right place in your organization is the next step. It is to be remembered that placing a candidate at a wrong place can multiply one's problems regardless of the qualifications, skills, abilities and competency of that person

Talent Acquisition and Talent retention are like the two sides of a coin that are critical in the human capital management. Innovative technologies are to be adopted to enhance the process of Talent Management. With the dynamic situation prevailing in the global employability status, the role of human resource managers is very imperative in maintaining the talent balance. Holistic cum participatory approach is to be followed for harnessing the real benefits of Talent Management system. The Talent Management system that acts as a driver to performance excellence has to be integrated with the rest of the areas in the company and through effective Talent Management strategy.

The practice of talent management would involve no of strategies used in the management of human capital resources and their application. We shall dwell on few critical issues that are imperative in the management of talent and their significance:- i. e for Talent Management Best Practices:-

Key points & factors

Talent Acquisition
Assessing organizational talent readiness and execution capability Identifying talent gaps Identifying mission critical positions selection- identification- & recruitment- of right people assessment- assessing competencies of apt profile

Retaining Talent

In the current climate of change, it's critical to hold onto the key people. These are the people who will lead the organisation to future success, and the organisation can't afford to lose them
Employees are more likely to join stay within an organization if they believe the prospects are good for longer-term career and leadership development

To realise this and to attract and retain Talent -Organisation need to have a

Workforce planning ·building a road map for implementation

Diversity programmes designed to develop, retain and promote diverse Talent

Career Planning- - scope of advancement in career for employees- their effort being valued and recognized-

Selecting Talent:- Management should implement proven Talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It's not simply a matter of finding the "best and the brightest," it's about creating the right fit - both for today and tomorrow.
Coaching and Mentoring- development of-new competencies. Using development to drive business objectives Building an effective development plan Development of employees - for a elevated and key position

Developing processes for Succession Planning and Talent pipelines

Managing Succession: Effective organisations anticipate the leadership and Talent requirement to succeed in the future. Leaders understand that it's critical to strengthen their Talent pool through succession planning, professional development, job rotation and workforce planning. They need to identify potential Talent and groom it.

The cost of replacing a valued employee is enormous. Organisations need to promote diversity and design strategies to retain people, reward high performance and provide opportunities for development.
It's imperative to assess existing talent within the organization. Talented and ambitious people are more likely to stay with their current employer if they receive positive development, motivation and encouragement to reach their potential

Organisation need to focus on managing the needs of individual employees, in alignment with organizational objectives, while identifying and deploying top performers accordingly.

a) For the individual: Coaching and mentoring based on discovered needs.
b) For the work team: Identifying top performers, or "stars," and capitalizing on their talent.
c) For the organization: Maximizing return on investment by putting the right person with the right skills in the right job at the right time

Identification & selection of - high performers- represent the requisite competencies of the organisation and also inspiration to others to follow suit.

Focusing on Core Talent

Companies are increasingly looking at bringing exceptional talent on board for those roles that are core to their business and·building a business case for inclusion in the organizations strategic policy
In an increasingly global business world, where teams work across borders, understanding different work cultures is the key to success.

In India, there is a high demand for good talent and hence a lot of attention is being given to retaining and engaging that talent. Retaining talent for Indian companies has become a key factor in their growth strategies.

We shall just give a brief sketeh of talent management systems adopted in an Indian organisation.

Mahindra and Mahindra -- A US . 5 billion multinational group based in Mumbai, India, with more than 137,000 people in over 100 countries, in the business of utility vehicles, information technology, tractors, and vacation ownership- - created a robust Talent Management system to attract, nurture and promote employees.

Anand Mahindra, the group's 57-year-old vice-chairman and managing director has been grooming some key leaders to replace the ageing stars. A Talent Management programme conceptualised in 2004 to chart out the succession plan for top executives, has already produced eight key leaders.

For the group, organisational restructuring posed the greatest challenge keeping in mind the changing dynamics in the business especially the tractor and automotive division. the re-alignment was necessitated by changing dynamics in the business environment. the objective was to grow leadership positions in the UV and tractor market and developing successful businesses in relatively new business areas like IT, financial services, realty and infrastructure development and also service industries like Time share (Club Mahindra). "Keeping in mind the new business objectives the challenge was to re-orient the human resource management towards these objectives. "

To achieve these objectives the company began a full reassessment of organisation and management structure with the help of consultants like Mckinsey's, Arthur Anderson and Korn Ferry. The outcome was, clear roles and responsibilities were identified and the competency required for each role was mapped. The officers went through individual assessments of competencies against the requirement of each role. External consultants as well as internal assessors ran assessment centres and each individual was then placed based on competency and role fitment

THE RETIREMENT OF ARUN NANDA (Executive Director - 2 Years ago) marked the beginning of the end of a long reign of stalwarts. New leaders are already rising and showing every sign that the group's succession planning initiatives will help fill the void. Most are in their forties, rising rapidly and are being thrown into different roles in the group - clues that they are being groomed for greater responsibilities.

Many emerging leaders were inducted onto the group's apex-decision making body Group Executive Board in 2010 in preparation for the retirement of six members on the board.

Anita Arjundas, the 44-year-old head of the real estate business and the lone woman member of the group executive board, mirrors the emergence of a quiet transition that is taking place inside the automobile-to-aviation group.

Conclusion.

Today, companies have become fiercely competitive when it comes to attracting and retaining Talent. The present scenario with abundant opportunities has triggered a wave of employees, perpetually "on the move", forever seeking better opportunities whenever, wherever and however they can

Talented people want to be a part of something they believe in and not just a fat pay package. A culture of commitment is the key to employee retention- a culture that concentrates on vision, mission, values and ambitious goals to attract and hold on to talented people. This culture of commitment can only set in if there are guiding principles or core values that are of intrinsic importance to those in the organisation.

Cultural dimensions as a tool to retain talent zeroes in on functional, technical and control aspects, while simultaneously dealing with inspiration, emotion, energy, enthusiasm, collaboration and camaraderie, openness and a sense of belonging

At the end of the day, creating and delivering a great employee value proposition is clearly the best way to retain good people. Research shows that companies which have recognised the need to give priority to its people management-driven strategies are the winners

Talent Management, Acquisition and the Importance of Role Consultancy

Dr. SITA RAMACHANDRAN

http://www.perfectplacer.com

Will give a good understanding of the Concept of Talent Management and its constituents and its practical relevance and applicability in a True Life Business Environment.

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