How can you use HRM models to develop a talent pipeline for creative roles?

1 What are HRM models and frameworks?

HRM models and frameworks are tools that help you align your human resource practices with your organizational strategy and culture. They help you plan, execute, and evaluate how you manage your people, from hiring and training to performance and rewards. Some examples of HRM models and frameworks are the Harvard model, the Michigan model, the Ulrich model, and the SHRM competency model.

2 Why are they useful for creative roles?

Creative roles involve generating and implementing new ideas, solutions, or products, and require a high level of innovation, collaboration, and adaptability. HRM models and frameworks can help address the challenges of ambiguity, uncertainty, and feedback by clarifying expectations and competencies for creative roles. It can also assist in attracting and selecting the right candidates with the right skills and fit, developing and nurturing creative potential and performance of employees, motivating and rewarding creativity and innovation, as well as creating a supportive and stimulating work environment and culture.

3 How to choose the right HRM model or framework?

When it comes to HRM models or frameworks for creative roles, there is no one-size-fits-all solution. You must take into account your organizational context, goals, and culture, as well as the specific needs and characteristics of your creative employees and projects. Consider factors such as the level of creativity needed for various roles and tasks, the degree of autonomy and flexibility given to creative employees, the type and frequency of feedback and recognition for creative work, the balance between collaboration and individuality in creative teams, and the resources and support available for creative work.

4 How to apply the HRM model or framework?

Once you have chosen the HRM model or framework that suits your situation, you need to apply it to your talent pipeline. A talent pipeline is a process that ensures you have a steady supply of qualified and engaged talent for your current and future needs. It involves four stages: sourcing, hiring, developing, and retaining. To use the HRM model or framework to guide your actions at each stage, you could source using your employer brand and value proposition for creative roles, communicate them clearly and consistently through recruitment channels and networks, seek out diverse sources of talent that match criteria and culture. For hiring, design selection process and criteria for creative roles with a combination of methods such as interviews, portfolios, assessments, and simulations that measure skills and fit of candidates. Involve creative employees and managers in decisions. For developing, plan and implement learning and development programs for creative roles with opportunities for formal and informal learning, mentoring and coaching, feedback and reflection, as well as career progression. Encourage creative employees to pursue interests and passions as well as experiment with failure. For retaining, design reward systems with a mix of intrinsic and extrinsic rewards that align with employees' motivations and expectations. Celebrate achievements of creative employees and teams with recognition.

5 How to evaluate the impact of the HRM model or framework?

Evaluating the impact of the HRM model or framework on your talent pipeline and creative outcomes is essential. You can use metrics and indicators such as the quality and quantity of your talent pool, the time and cost of recruitment and retention processes, the satisfaction and engagement of creative employees, the performance and productivity of creative teams, and the innovation and value of creative outputs. Additionally, collecting feedback from creative employees, managers, and stakeholders can help you improve and refine your HRM model or framework.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?