Some takeaways to share:
1) Critical 2% talent retention
- Identifying the critical talents internally, to plan ahead and keep them engage.
- There is also a need to extend peripheral vision, to step out and seek out best talents in the market (but be prepared to pay if you believe great talent creates multiples value more than average talent.)
2) The G3 collaboration - GM, Finance and HR
- It's an art and science but if GM can play the balancing act well to align both key stakeholders (these two experienced leaders are not likely to change easily though), it will be a win-win situation for your business!
The book also touch on how a credible HRBP can help to build a Talent First organization. The must have:
- Traditional HR background who has experience in payroll, benefits and training/development
- Act as a Consultant, understand the business needs, business savvy and step up, to have personal view point
- HR Analytics, marshal data to bring external perspective on talent and leadership into actionable plan
An ideal HRBP, should be intellectually curious, deep knowledge of the business, a feel how it makes money, have an insight in judging people, willing to be engaged in business and courage to have personal view point, my two cents.
Have a great day ahead! Cheers...
