Press Release for Immediate Release
Improve Technology and Assimilate Diverse Workers Says US Human Resource Expert
David Hemmer is President & COO of one of the world's leading Transition and Talent Management services providers, Career Partners International
(CPI). With their Head Office in North Carolina, the company represents 62 partner firms in 45 countries worldwide. Set
to visit New Zealand, where CPI works closely with national firm CDL, a consulting company that specializes in
Retention, Transition and Leadership, Mr. Hemmer was asked to share his views on some of the key HR issues facing this
country.
The recent OECD report on New Zealand's economy highlights poor productivity growth as an obstacle to economic growth.
"This is surprising," says Mr. Hemmer, "as here in the US we have enjoyed strong productivity growth over the last few
years. This has come about largely through IT investment and the highly competitive nature of the US domestic market
which forces firms to be more productive to compete."
New Zealand's poor productivity growth may lie in the fact that a domestic market of only 4 million people cannot
generate internally the levels of competition required to boost productivity. However, Mr. Hemmer believes one of the
more important reasons could be the state of our broadband connections:
"We've seen productivity growth in the US correlate with the development and take-up of advancing broadband technology,"
Mr. Hemmer says. "Much of the old processing work that store clerks used to do, is now being done more efficiently
through internet shopping and internet systems." He also cites CPI's own online Career Portal, which provides
e-learning, a resume maker and other HR services remotely.
"Since the speed of broadband connections has been an important factor in enabling productivity growth, one of the
problems New Zealand may face is comparatively slow broadband." Mr Hemmer cites figures for the US where there are 8 DSL
and 9.8 cable users per 100 inhabitants. In New Zealand: 10.7 DSL and 0.5 cable.
The OECD report does however point out that this country enjoys the lowest unemployment rate. Staff retention is thus
very important. However many young and skilled staff leave New Zealand for higher paid positions overseas. Mr. Hemmer
points out that this may not be a remuneration issue alone, but depends on a number of other factors such as the
country's ability to attract larger companies able to provide the sort of challenging and satisfying jobs people seek.
"You need to ask, what are you doing to attract major global companies to set up manufacturing bases in New Zealand?"
Mr. Hemmer believes retention of talent is one of the major HR issues globally. "You have to work to keep talent. That
means having diagnostics in place - for example when people do leave, conducting exit interviews to find out why.
Successful retention and career management involves leading talent and at times transition."
Like the US, New Zealand faces a workforce that is ageing and growing more diverse. "The situation we are seeing in the
US is that baby boomers do not want to retire. They get a lot of their satisfaction from work," Mr. Hemmer says.
"Increasingly I see people at retirement working 10-20 hours a week, maintaining work satisfaction while enjoying
lifestyle benefits. This may be the key to effectively harnessing the skills of an older workforce."
In relation to diversity, Mr. Hemmer believes that employees need to be trained in the culture of the company. "The
melting pot approach to diversity has worked well in the US," he says, "and what you want to avoid is creating various
different groups in an organization that are separate and not cohesive. That means to some degree assimilating diversity
so people work better together."
David Hemmer will be visiting New Zealand as a guest of CDL, July 31- Aug 1 and may be available for interview. CDL
specialises in providing retention, transition and leadership solutions for clients throughout New Zealand. (More info
at www.cdlhr.com)
ENDS