HR service providers should build cost effective solutions
When we talk of challenges in the talent space there are a few that are important to note, one is that jobs are increasingly becoming diverse and versatile; we no longer have talent that fits a job perfectly especially in the services space. It is important therefore to have a futuristic idea of the work and how work will evolve in the service space as the customers needs are continuously evolving and changing.
The other problem is the cost of products and services. Most assessments are geared towards high-end leadership and they are extremely costly. When we look for products or services for middle-management there are hardly any assessments that tackle execution, the ability to manage and lead teams, ability to tackle ambiguity and so on. What we need is a suite of assessments that we can administer and map competencies on our own. There is a fad today on getting certifications, what we require from candidates is agility and business acumen and an ability to execute and get along with teams rather than just certifications. We need capability and not just certifications.
The market is very fragmented in HR service provider’s space. Except for large organizations that are known for their quality, consultancies today tend to focus on all aspects of HR. This is a problem and will continue to cause fragmentation as a result. In order for a marketplace to evolve, service providers need to provide niche HR services and specialize in them. While the lack of customization has been a problem on one end of the spectrum, on the other extreme are trainers who promise to do whatever the customer wants and also spend a lot of time in assessing our needs but in the end don’t actually match expectations.
The decision making process to purchase products and services involves stakeholders in the business, there is a need for HR to be able articulate the connect between the product’s value proposition and the business need in order to get a leadership buy in. This is important as if it is not done, the initiative is seen as a stand alone initiative of HR and it will fail to take off.