Strategic Human Resources Planning – Part 2 of 2 (Talent Development and Diversity)

This blog is loaded with lots of useful links – please explore them!

In part 1 (link), published last week, I argued that Human Resources Strategic Planning should be one of the foundational activities for any enterprise since expenditures on people resources are most often the largest expense . In addition, in an increasingly commoditized world, talented people are now most often the differentiating factor in outpacing competition and winning market share. I find it very ironic that many executives do not get this and spend very little time or money developing human resources and leveraging their talent.
HR March 2014
I then summarized an outstanding practical workshop that Molly Hegeman, VP of HR Services for CAI (link) presented at the January monthly meeting of TSHRM (Triangle Society of Human Resource Management.) In this session, Molly defined strategic planning, provided the steps to do it, and highlighted key emerging areas to consider while planning.

In part 2, I will highlight my two areas of consulting expertise and how they fit strategically into Human Resources Planning: talent development and diversity management.

My first area is in employee talent and career development with my innovative Total Engagement Career Mapping services. This is a process that is customized for the individual enterprise to engage employees in longer range career planning. In addition to assisting employees to gain key competencies for their current position, companies should prepare their talent for positions 3, 5 or 10 years down the road and build a robust leadership pipeline. When employees are engaged in meaningful career planning, they are more excited about their work and productivity improves. In addition, companies experience lower attrition and can save millions of dollars in additional recruiting and onboarding costs.

Additional resources:

An online article in ZipRecruiter about his process: How to Attract and Retain Top Talent through Career Mapping.

A blog: Are You Protecting Your Company’s Largest Investment?

A blog: How to demonstrate the business case for investment in employee development

My second area is Diversity Management – I can handle all areas of diversity strategy, program execution and training, with a deep specialty in the LGBT (Lesbian, Gay, Bisexual, Transgender) workplace and marketplace. Companies are increasingly understanding that an organizational diversity strategy is not just simply a good thing to do, but is a critical component for business success. Recruiting top talent from the widest possible talent pool, leveraging diverse talent with innovative ideas, connecting positively with a wide range of community organizations, and reaching out to new diverse markets are all key factors in increase profitability.

An additional resource:

A Blog: Demonstrating a business case for investment in diversity initiatives.

Please feel free to contact me at [email protected] to set up a call to discuss how my expertise in these two areas can benefit your enterprise!

A focus on Supplier Diversity – Part 1 of 2

As I kick off a new year of business for Total Engagement Consulting, I will start where I left off at the end of 2012. As the year came to a close, I seemed to be involved in various items around the hot growing area of Supplier Diversity. As companies and governments seek to find the widest selection of qualified suppliers to deliver cost-effective and innovative products and services, it makes great business sense to focus on a supplier diversity program that throws out the net to encompass the widest possible range of suppliers.

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management,  representing more than 250,000 members in over 140 countries.

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management, representing more than 250,000 members in over 140 countries.

In Mid-December, an online SHRM (Society for Human Resource Management) article was published where I was one of a handful of industry experts extensively quoted. Here is a link to that article, “Diverse Suppliers Can Lead to Diverse Talent” by Rebecca R. Hastings. NOTE: you need to be SHRM member to access the article, one of the benefits of joining SHRM! Ms. Hastings also provides a lot of useful data from an Institute for Supply Management (ISM) and ties the data in nicely to her main points

The main theme of this article is that supplier diversity efforts do have a strong connection to similar efforts to recruit and retain the best employees via the widest possible diverse pool of candidates. Some of the particular points that I made in my interview with Ms. Hastings which were included in the article included:
• Though the diversity procurement function may reside in an organization’s procurement function or human resources function, the two areas must team closely together in these efforts.
• Companies should promote their diversity procurement efforts to be able to get the best suppliers from the widest possible pool.
• Federal and state government efforts around supplier diversity have really helped the economic development of minority-owned businesses.
• When employees know that their company is reaching a diverse range of suppliers, that will have a positive impact on their productivity, engagement, and recruitment.

Total Engagement Consulting by Kimer is a certified diverse supplier (LGBT-BE) via the NGLCC

Total Engagement Consulting by Kimer is a certified diverse supplier (LGBT-BE) via the NGLCC

In addition to myself, another LGBT-BE (Lesbian Gay Bisexual Transgender Business Enterprise) certified via the National Gay and Lesbian Chamber of Commerce (NGLCC) consultant, Jennifer Brown of Jennifer Brown Consulting, was quoted. We are both participating in the newest growing area of supplier diversity – LGBT owned businesses.

Early next week I will publish part 2 of this series which will include useful links to other recently publish articles around supplier diversity.