TM & SCMPosted: August 9, 2014
A discussion I was having the other day got me to think about how Talent Management is based on principles which are analogous to other functions. And this brought me to the idea of the similarity between Talent Management and Supply Chain Management, in terms of principles. If we look at the essence of Talent Management to be about bringing the right people to the right roles at the right time, then we can, from there, start looking at the essence being to match the demand for talent with available supply, and building supply pipelines where there is a shortfall.
To begin with, one of the major conconers for organizations is uncertainty. If things were fairly certain, then there wouldnt be much to be gained by trying to manage talent, because things would be running pretty much the way they are running. The sources of uncertainty are many, but thats for another time. This uncertainty results in the need to identify, based on the organization strategy, and operating plans for the coming years, what the organization’s talent requirement is going to be. Given uncertainty, there is also the need to identify how good this estimate is. This is analogous to demand planning, where the need is to estimate how much demand the organization would need for which products, and the amount of uncertainty (sometimes measured in terms of probability) associated with that demand. Based on this estimate, one can arrive at the talent required to meet the strategic and operational plans.
With this forecast as the baseline, one can then look at the talent existing in the system. This may be the talent pool which is ready for the roles for which they are required. This is akin to the gross-to-net calculation which is common in all material planning (MRP) systems. At the same time, one also needs to try to identify how many people the organization wants to, or can, develop from within, to meet these talent requirements, and from here, derive what the hiring plan looks like. This is quite akin to make-or-buy decisions material planners regularly have to make, keeping in mind available resources to make. At the same time, this serves as the input to defining Development Plans, which is akin to creating Work Orders to meet the build requirements.
Traditional succession planning is about identifying which individual should be doing what role some period down the line, but this is problematic, given that after that period of time, either the person may not be with the organization, or the role envisaged may not be part of the role directory of the organization. So, instead of looking at an individual job and a particular person, one can look at a job family to be fulfilled by a talent pool. This is analogous to product-family or product-category level planning, because forecasting, and therefore planning at the aggregate level is more accurate.