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Stephen Wise Blog

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Team Building - Plea of the Project Manager

The top global business challenge is hiring and developing the right team members to continue positive business growth, according to the 2011 edition of the PricewaterhouseCoopers (PwC) Private Business Barometer.[1] This report marked the second year that staffing dominated the barometer of business challenges, but it is merely the ongoing documentation of a problem businesses of all sizes face in the present talent market environment. Despite historically elevated global unemployment levels, businesses worldwide face a significant shortage of competent staff members. Firms that are unable to find the talent they need go to the market at a disadvantage. Firms with the right talent can secure additional market share, meet customer needs, and innovate for the future. How then can firms ensure that they are not left behind in the global talent race? It is not hopeless. There are a number of specific solutions employers can pursue to make themselves hiring leaders in their target talent markets. These solutions are not merely to throw money and perks at the problem. Instead, through the strategic implementation of hiring and competency development standards, organizations can set themselves apart as the discoverers and creators of an elite pool of loyal talent. This post is first in a series on Team Building for the enterprise.

Stephen Wise

www.IntegrationProfessionals.com


[1] The PricewaterhouseCoopers (PwC) Private Business Barometer. Human Capital Magazine, May 5th, 2011. Retrieved August 1st, 2011 from: www.hrleader.net.au/articles/B5/0C0705B5.asp

Team Building - Modern Staffing Challenges

Second in a series on Team Building.

Modern staffing challenges cross industries and international borders. More than 34 percent of nearly 40,000 companies in a 39 nation survey of hiring practices reported being unable to fill positions due to a lack of quality talent, according to ManpowerGroup International's 2011 Talent Shortage Survey. The reasons given for the talent gap included a lack of hard or technical knowledge, a lack of experience, and a lack of proper qualification or certification to do the desired work.[1] Instead of tangible goods, many firms are now in the business of intelligence and services. What drives the bottom line is no longer manual labor – it's mental power that is the engine of growth. Firms depend on analysis, innovation, and creativity to move the bar, and this requires a dramatically different talent force than what was required in previous generations.[2] Pure genius, however, is not necessarily the answer. Firms have to hire intelligent, adaptable workers who can not only keep current with a changing economic climate but also work well with each other in the realities of the present. Soft skills such as communication and sales are in high demand, as are advanced technical competencies and analytical abilities. Without sufficiently adept workers to fill these gaps, businesses struggle to thrive and expand in the knowledge economy. 

Stephen Wise

www.IntegrationProfessionals.com


[1] ManpowerGroup International. “2011 Talent Shortage Survey.” Released in May, 2011. Retrieved August 4th, 2011 from: http://files.shareholder.com/downloads/MAN/1349301451x0x469531/7f71c882-c104-449b-9642-af56b66c1e6d/2011_Talent_Shortage_Survey_US.pdf

[2] Harnish, Tom. “Be Flexible To Modern Staffing Challenges.” Open Forum March 25th, 2011. Retrieved August 4th, 2011 from: http://www.openforum.com/idea-hub/topics/managing/article/be-flexible-to-modern-staffing-challenges-1

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