ask expert the
Ask your leaders what makes an association
successful and you’re bound to hear “clear
strategy” and “the right people.” Attracting
and retaining “the right people” requires talent management—a chosen culture that un-leashes and aligns the passion, commitment,
and performance of people at their highest
level. As organizations aspire to grow, innovate
and remain relevant, they must plan, execute,
evaluate and sustain human capital strategies.
While CEOs and organizational leaders
believe human capital is the key to realizing
results, it continues to be the largest expense
that associations understand the least about.
Associations allocate 20 to 30 percent of
their operating resources on employee-related
expenses (e.g., salaries, benefits, training,
etc.) without the in-depth analysis and rigor
expected of excelling programs, products,
services and business initiatives.
Although no organization has ever down-sized its way to growth and relevance, association leaders often reactively scrutinize and
reduce human capital expenditures to increase
financial margins and demonstrate fiscal responsibility to elected leaders and stakeholders. This approach may save costs in the short
term, but it does not set up an organization for
success in the long term.
Associations that are proactive and serious
about effectively managing talent understand
that a strategic plan is only as strong as the
talent management plan designed and executed in support of it.
Following is a thorough explanation of
talent management, along with four critical
questions to consider when assessing your
organization’s talent-management readiness.
Talent Management: Staffing
Strategy for Associations
Larry L. Robertson,