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TWST: What's going on in the human capital management area? What are the
key trends that you see?
Mr. Symons: There is no doubt that more and more companies are realizing
that their human capital is a strategic asset and they need to do a lot
more in terms of proactively managing that. TWST: What does that mean? What's involved with becoming more active in
managing human capital?
Mr. Symons: It's taking a complete lifecycle approach to how you manage
your people. It starts before the hiring process in terms of your
recruiting, your approach to recruiting, honing your interviewing
capabilities to make sure that you are getting the right people, and
then staying actively involved once people are brought on board. So that
means things like using competency models to track people's skills and
behaviors. It means incorporating that into performance management. It
means doing succession planning for not just your executive team, but
for all of the key people in critical roles in the organization from top
to bottom. It means making sure that employees have development plans in
place and that managers' performances are measured and compensated based
on doing that. When people leave, you continue to maintain the dialogue
by using things such as alumni Websites and encouraging employees who've
left on good terms to maintain their ties and contacts with the company
because sometimes people actually come back, and so you don't want to
cut that avenue off. And it means using analytics to spot trends and
gain deeper insights into your people.
Tickers included in this excerpt: ACN, HEW, WW
For more information call (212) 952 7433. The
Wall Street Transcript does not endorse any of the comments made by interviewees, and does
not make stock recommendations.
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