Human Resource (HR) experts from Nigeria are looking for ways to ‘future-proof’ their business. The industry stakeholders recently met at an event dubbed ‘Talking Talent’.
The affair is the maiden edition of a series of HR workshops planned to take place across different countries in Africa and is the brainchild of The African Talent Company (TATC), a Pan-African recruitment firm offering ‘Fit-For-Purpose’ HR solutions across Talent Acquisition, HR Technology, Data Analysis, and Consultancy.
On July 30th 2019, over 50 HR Experts and Top Business professionals gathered at the Radisson Blu Hotel in Lagos Nigeria to discuss human resource management strategies that help organisations plan for the right hire, identify, develop and retain top-performing talent and position teams for seamless succession. This event
Senior HR professionals from a wide range of top companies and industries, such as Nigerian Breweries, Mondelez, Rand Merchant Bank, Rossetti Pivot, were in attendance as speakers, panellists, and workshop participants.
The highlights of the event were break-away sessions to deep dive on three key HR pain points: ‘Hiring Right’, ‘Managing Talent’ and ‘Succession Planning’. These one-on-one sessions were respectively led by three talent Gurus, namely, Heather O’Shea – Managing Partner, TATC; Martin Sutherland – Global Director, PeopleTree Group and Brett Mulder – COO, PeopleTree Group.
One insight that stood out was the fact that succession planning was not commonly practised at Nigerian companies and that implies that teams do not have the required bench strength and had to be reset whenever top performers leave. It was quite a revelation as HR leaders at the workshop said they faced challenges which varied from the lack of support from team members who refused to mentor designated successors, to HR teams who did not know how to design and implement a succession plan.
Brett Mulder, who led the breakout group on Succession planning, said that “succession planning is a risk management strategy to ensure leadership continuity, preserve institutional knowledge and, in most cases, develop talent from within the organisation. Gaining commitment from the executive and creating a structured roadmap to guide your investment in time, is critical in implementing a plan that ensures successors actually succeed. “
“Top companies all struggle with getting their workforce planning correct, not knowing when to ‘Buy, Borrow, Build or Bind’ the skill. This can be very costly, from a time, money and emotional perspective and we want to make it easy for HR leaders to understand how to choose the right strategy,” explained O’Shea.
To facilitate this learning, participants were given a free workforce planning template and a demonstration on how to use this template at their respective companies.
“When you find good people, as an organization, you need to make your value proposition interesting for them at every stage of their journey with you, so they are motivated to deliver more, for longer,” commented Jobberman CEO, Hilda Kragha, who chaired a plane discussion.
The panel discussed ‘How to identify top performers and how to retain them.
In engagements with TATC clients in 2019, they asked: “How do I future-proof my business to ensure I have the right skills to continue to grow well past 2020?”.
This was the key pain point, and to address this, TATC decided to not hold “another conference” but rather to have a workshop, where TATC could share insights and offer their talent specialists who could bring their expertise to share with clients. Delegates were offered the opportunity to have one-on-one sessions to speak about their challenges because TATC wanted to offer the expertise to clients in an open, yet intimate forum.
Key insights around the challenges HR leaders face in succession planning and workforce planning were discovered and discussed. As such, the high-impact workshop series will occur regularly across the different TATC markets.