Are you an 'A' Player in HR?

We decided to take a short trip to Seattle this weekend, and I siezed the opportunity to re-read a few chapters from Bradford D. Smart's book, Topgrading. Smart emphasizes the importance of all decision-makers in organizations to top grade their talent into A, B and C players. The A players are the ones you want to find and keep, whereas the B/C players are either repositioned or exited from the company. Easier said than done, right?

So how does top grading link back to the title of my blog post - Are you an A Player in HR? Ever wonder where your name falls on the list of A, B or C players? If you are unsure, perhaps go through this 10-point list that Smart provided us in his book. If you answer "no" to most of these, start writing your resume.

#1. Top grade your HR team. Hire the best and hold them accountable to top results.

#2. Support the entire management team in top grading. It's not easy, especially if your organization doesn't typically encourage managers to top grade. You'll have to walk them through the steps and remind them every so often of when to do it again.

#3. Drive best practices in recruitment. HR should reinforce to managers to "recruit for life". Don't keep skipping from one probationary period to the next. It's costly and you'll never get your strategic vision off the ground.

#4. Coordinate job analysis and the creation of job descriptions that really describe jobs needed. Spend time articulating the right competencies for this role.

#5. Create strong recruitment sources. Prescreen search firms, hire powerful recruiters that aren't afraid to build a virtual and in-person network, and create a strong image with universities and websites.

#6. Lead design of top grading systems. Have the best systems in place for hiring and promoting A players. Specifically, applicant tracking system, performance management, management development, succession planning, compensation, and mid-year career reviews.

#7. Adjust the level of pay for A players. Utilize current pay surveys and tap into your network for other industry specific bonus and perks.

#8. Coach team (peers & boss) to follow through on Individual Development Planning process.

#9. Organize training, talent meetings, candidate visits, new hire orientation, etc. to impress and inspire your A player talent.

#10. Measure your effectiveness as an A Player in HR. E.g. Cost of mis-hires, percentage of A & A potentials at each level, follow-through on IDPs.

I highly recommend this book for all heads of HR, as well as new pros coming into the industry. Happy 2010 HR!