In a recent study that was part survey, part focus group, IBM researchers surveyed 707 HR leaders of companies of all sizes around the world; 600 of them were interviewed face-to-face. According to IBM’s senior VP for HR, J. Randall MacDonald, “HR leaders expect their businesses to remain focused on two equally important goals during the next three years — the need to drive growth yet, at the same time, maintain operational efficiency. Their immediate focus, as you might expect, is on present conditions. Wresting the maximum efficiency out of the operation is the overriding business challenge for 64 percent of the global HR leaders.”
After reading this article, written by John Zappe for ERE Daily, I immediately went to my trusted dictionary to look up the definition of operational efficiency. Here it is.
Operational Efficiency is – what occurs when the right combination of people, process and technology(tools) come together to enhance the productivity and value of any business operation, while driving down the cost of routine operations to a desired level. The end result is that resources previously needed to manage operational tasks can be redirected to new, high value initiatives that bring additional capabilities to the organization.
There it was right in front of me, a very concise description of what our company and other companies like ours strive to deliver to our clients in the area of talent acquisition, Operational Efficiency (OE).
To achieve OE within the recruitment domain the following areas would need to be addressed.
- · Sourcing
- · Screening
- · Selection
- · Candidate Relationship Management
- · Requisition Management
- · Reporting and Metrics
And each area would need to be assessed utilizing a capability maturity model.
- · Level 1 – Ad Hoc
- · Level 2 – Repeatable
- · Level 3 – Defined
- · Level 4 – Managed
- · Level 5 – Optimized
The goal would be to bring each element of the recruitment domain to a level that would begin to produce desired results of the HR business unit. It is not necessary for all elements to be at level 5.
So, is Operational Efficiency an overriding business challenge for you and your company? Would achieving HR Operational Efficiency make you a HERO? These are questions that only you can answer.
As for me, what struck me most from the survey data was the fact that 64% of the 707 HR leaders surveyed had Operational Efficiency as their overriding business challenge, that’s roughly 452 HR leaders potentially looking for some assistance in this area.
I am now off to make at least 452 calls.