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StepStone China: Why Total Talent Management is the Next Step in HR

Announcement posted by marcus evans, summits division 27 Sep 2010

Erik Schmit from StepStone China Ltd, a sponsor at the marcus evans HR Asia Summit 2010, discusses why Total Talent Management is important for organisational growth.

Interview with: Erik Schmit, Managing Director APAC, StepStone China Ltd

Singapore, September 27, 2010 - FOR IMMEDIATE RELEASE

A Total Talent Management Strategy is important for any organisation that wishes to grow whilst achieving its objectives, says Erik Schmit, Managing Director APAC at StepStone China Ltd. In the post financial bubble world, HR directors are taking a longer-term view of recruitment and performance management to make sure their decisions help the business succeed. From a sponsor company at the marcus evans HR Asia Summit 2010 taking place in Singapore, 10 - 12 November, Schmit discusses what HR executives in Asia need, how Total Talent Management is part of the solution and the future of recruitment.

What do HR executives in Asia need right now?

Erik Schmit: After the financial crisis, many Asian organisations had to release employees to prevent the organisation from going under. Many talented people had to leave. As a result, HR executives are now taking a longer-term view and implementing a talent management strategy, to ensure they make the right decisions to help the organisation achieve its business strategies.

HR executives need a virtual dashboard to see what their strengths are when it comes to talent, be able to attract the right people and have the right succession planning in place. With the headache of the financial bubble, organisations are realising the need to measure the effectiveness of the workforce in place.

Why is a Total Talent Management strategy important?

Erik Schmit: A Total Talent Management Strategy is important for any organisation that wishes to grow whilst achieving its objectives.

Financial systems moved from a manual to an automated approach in the 80s. Enterprise Resource Planning (ERP) was introduced in the 90s to get a better grasp of the relationship between products and services. With Customer Relationship Management (CRM) in the late 90s, we saw companies better understanding their customers and matching products to specific markets.

The normal step in this evolution would be to take a closer look at the employee base and find ways to better understand their needs and manage them in a way that aligns with the business strategy. It comes down to communication and involvement. HR needs to make clear where it is looking to take the organisation, how it wants to get there and what is expected of people to achieve that.

More importantly, HR executives need to bring to the employees’ attention what they can get out of this; at the end of the day, they are managing their career. They need to interact with employees to understand what skills and requirements are needed to further their careers.

What succession planning strategies would you recommend?

Erik Schmit: Succession planning helps organisations understand the skills and requirements for individual jobs; that is the only way of seeing if employees are suitable for the next job. HR needs to match the candidate to the job profile.

Candidates now have tools to enquire about a company they could potentially work for. In the past, companies were attracting candidates through commercials and websites. In the future, those who use technology to find the right candidates before the candidates find them will make a big difference. This means a transformation within recruitment; a closer collaboration with online marketers to understand how the opportunities within the internet and social networks can be utilised.

If you had one message for HR executives in Asia, what would it be?

Erik Schmit: For every decision you make in life, the more authentic information you process, the easier it will be to make the right decisions. The more information you can put on the table and proactively use with regard to your employees, their skill sets and how they align to your business strategy, the better you will be able to achieve that strategy.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313

Email:press@marcusevanscy.com

Aboutthe HR Asia Summit 2010

This unique forum will take place at the Marina Bay Sands, Singapore, 10 - 12 November 2010. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The summit includes presentations on crafting effective HR strategies, redefining workforce engagement and talent spotting.

For more information please send an email toinfo@marcusevanscy.com or visit the event website atwww.hrasiasummit.com/ErikSchmitInterview

Please note that the summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-to-one business meetings. For more information, please visit http://www.marcusevans.com

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