“HR folks have great ideas but seldom deliver”.
Being a member of the HR profession, I have some misgivings with the statement. But, it is worth giving thought as to why some in business have this perception.
We all hear a lot on talent-related subjects. HR practitioners would have especially encountered new HR ideas relating to talent management, whether it is a new and exciting tool, or a wonderful overarching framework that endeavours to address the specific talent-related issues faced by companies. As the war for talent intensifies, companies might be tempted or pressured to adopt one of these strategies or talent management frameworks in the hope that it will provide winning talent solutions.
The problem is, most probably, these are not the panaceas to your talent needs. You might have heard stories of high-profile talent management projects that promise theoretically superb ideas but are short on concrete deliverables, rendering a proverbial white elephant that is expensive and ineffectual.
For a talent strategy to work, a holistic HR approach is crucial . It should link various aspects of the HR function together. Having an expensive talent management framework in place without having the environment to support it may not guarantee results.
I personally make it a point to first create an environment that supports the talent strategy. Each critical aspect of the HR function is designed to play a part in supporting the talent strategy, and the result is a holistic approach that addresses a range of needs (of the talent as well as the company).
For example, talent is sourced both internally and externally, using various platforms