Business Modeling: Your Ally In The Talent War – Part 1By
You have an ally in in your battle to win the talent war. It’s business modeling and it quite literally provides you with a strategic tool for making transformative and positive changes in the way you attract and retain high performing candidates and employees.
Before I get into the concept and application of business modeling to talent management, I want to make a compelling business case for using this powerful implement. Maybe you don’t believe that a talent war is going on. You need to be convinced. You may be suffering under the illusion that, because of unstable business conditions and continuing layoffs, you have your pick of qualified candidates and that your current employees are staying put, greatful just to have a job with your firm. If that’s the way you see things, then you are putting your company at risk for losing its most important asset, its human capital.
Consider the following items:
- Layoffs that were necessary to allow your business to lower costs and survive the downturn have made you more dependent that ever on a critical core of knowledgeable, skilled employees in your remaining workforce. Losing a few of these, could wreak havoc on your productivity and competitiveness.
- Competitors are gathering intelligence on your workforce and are intent on “poaching” your best and brightest.
- Were you distracted from your human capital preservation activities by what seemed to be imminent organizational survival issues?
A sober assessment of the above considerations and others should lead you to a recognition that you need to assess your human capital situation and develop a plan for addressing near term and future challenges with a view to minimizing threats and taking advantage of opportunities. Fortunately. you have a toolkit, business modeling, that can be your ally in winning the talent war. In part 2, I’ll discuss specific business modeling tools and how they can arm you for success in waging the talent war.