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FLEXO Magazine : January 2010
www.flexography.org JANUARY 2010 FLEXO 29 RECOMMENDATIONS Over the past five years, Heidrick & Struggles has com- pleted nearly 350 searches around the world for paper and packaging companies and provided them with extensive consulting in leadership and talent management. Based on that experience, the results of this survey, and our extensive experience with the sector's end-user industries, we offer recommendations here in several key areas. Integrated talent management. Align key talent activities with each other, the business, and the talent markets. Many organizations certainly have some kind of talent management system in place. Such systems may even include all of the tra- ditional elements: recruiting, development, assessment, and retention. But unless all of the elements are aligned with each other, the business strategy, and internal and external talent markets, the system is likely to produce sub-optimal results. Companies must create a comprehensive "people sup- ply chain" out of recruitment, development, assessment, and other traditionally disparate HR activities. It should include a leadership pipeline and a rigorous and disciplined succes- sion planning process at multiple levels. The company should also implement a continuous learning and development program that includes competency and skills development, experiential learning, and coaching. A rigorous performance management system should drive accountability to all levels in the organization. Employing best practices across all of these dimensions and integrating them enables companies to create and maintain the people supply chain they need to compete more effectively in the market. The Chief Human Resources Officer. Establish the role if it doesn't already exist, and elevate it. Developing, aligning, and driving the talent management system falls squarely on the shoulders of the chief human resources officer (CHRO), who in today 's environment must be a key player in the company 's ability to meet the growing challenges of talent in the industry. The CHRO must be given adequate resources to maintain an integrated and aligned talent management system and to upgrade HR talent to in- clude more strategic, performance-driven competencies with a signi.cant contribution to the business. The CHRO should also determine the company 's "employment value proposi- tion" and leverage that to attract and retain talent. He or she must also be in a position to wade into strategy with the top team and to act as a trusted business advisor. The talent pool. Maintain a comprehensive view. The CHRO should be able to bring a thorough knowledge of tal- ent---both internal and external---to discussions with top lead- ership. To develop the people supply chain rapidly and keep it running smoothly over the long term, the CHRO can greatly benefit from talent benchmarking, which can provide the organization with a global view of the talent market, an under- standing of how internal talent stacks up against that market, and a means for securing the best external talent when it becomes necessary to go outside the company. Combined with an integrated talent management system, this ability to tap readily into the talent market enables the organization to respond flexibly, rapidly, and effectively to its talent needs and the business objectives to which they are linked. ABOUT THE AUTHOR: This white paper was submitted by Heidrick & Struggles. Connecting leaders around the globe is what Heidrick & Struggles does best. For more than 50 years the firm has been building deep relationships with the world's most talented individuals on behalf of the world's most successful companies. Through the strategic acquisi- tion, development and retention of talent, it helps clients build winning leadership teams. The Paper and Packaging Practice of Heidrick & Struggles brings a depth of knowledge of the industry that ensures the ability to help paper and packag- ing companies find the talent they need to succeed in today 's rapidly changing environment. For more details, contact Jonathan Graham, leader, Paper and Packaging Practice, at firstname.lastname@example.org; or Julie Kuhar, business analyst, Paper and Packaging Practice 216-357-2125/jkuhar@ heidrick.com. INDUSTRY INDICATORS
Sustainable EOY 2009