Great book on Internal Labor Market

There are market benchmark data you can purchase or you can participate on their market survey to find out where your company is relative to the same industries or related to other industries. That is external factor and like it or not, it is not 100% apple to apple comparison.

What about internal data that is available in your fingertip? that cost you nothing and yet equally powerful! That give you a true picture of your current internal Labor market.




I recommend you to read "Play To Your Strengths - Managing Your Internal Labor Markets for Lasting Competitive Advantage" by Haig R Nalbantian, Richard A Guzzo, Dave Kieffer and Jay Doherty. This book is available in Amazon.com. it is worth to invest.


In chapter4, the author mentioned internal labor market, it show number employee hire, promoted and left of an organization. Take this ideas, I built an web application, consolidated information from vary sources (SAP PA/PA, OM, PM, C&B), compiled it into a simple HR dashboard, just like what is described in Chapter 4 ILM diagram, a business tools that provides a lot of flexibilities to cater for fundamental need for each and every organization. From analysing, understanding, simulating and implementing Organization Development (OD) intervention where is applicable.

Does exit interview has any value?

If you are HR professional, do you think "Exit Interview" has value? For me is "Yes" and "No".

YES - because it highlight to us where the short flow is, and we need to address it to prevent it from happening again. What will be the common drive force for people leaving the organization? normally, there are more than 1 reason why people leave. One of them bound to be MONEY and another one will be better career opportunities. It interpret that your company is only pay to the market, secondly there are too many blocker around; or you are the blocker.

NO - because how many us leave the organization will tell you the truth reason behind during exit interview? For a leaver, they will think....

- What is for me?
- What is the risk to me?

Let look at the other side of the coin. So, if people telling you the truth, and you are not able to address the issue, others will think, what is the point of telling you the truth again!

THE "TRUTH" WILL ALWAYS NOT NICE TO HEAR

But instead, they will tell you all the company nice thing and good stuff that he/she can recall, and the rest that he / she cannot recall, you know very well what I mean. People always want to kept a good impression during the exit interview, and hope 1 day when opportunities arise, he/she can come back to work.

What do you think?

Understand Your Customer need

Understand your customer is very important, is the business process / project that you are working on is a "Value added" or "Add Value", the make a lot of different.

Your customer like "Add Value" which make their life easier. If "Value Added", it is very hard to get their buy in, chance is your customer will just do what your asked for on top of what they are already doing it now, another word purely "fulfill" the minimum, does it sound familiar?

What is "Return On Investment - ROI" your bosses will asked for every process automation.
This formula I was thought:-

Cost of Labor > Cost of Technologies Investment

Cost of Labor = Headcount x base pay x time spend

Cost of Technologies Investment = Hardware Investment + Software Investment