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Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
Executive velocity winning the war for talent v2
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Executive velocity winning the war for talent v2

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  • Make comments on differences
  • ----- Meeting Notes (9/30/12 09:05) -----Implications:communicationsleadership stylerewards/recognitionlearning styles
  • EvaluateRetainDeployTouch on Attract
  • Transcript

    • 1. introducing Winning the War for Talent
    • 2. What are your major talent concerns? Poll Developing leaders & succession planning Retaining employees at all levels Managing & delivering training programs Creating career paths & challenging job opportunities Sustaining employee engagement/ morale
    • 3. MajorTalentConcerns Source: Deloitte, “Talent Edge 2020: Blueprints for the new normal” 32 33 34 35 36 37 38
    • 4. Agenda Causes for the war for talent Benchmarking passion in the workplace Steps to increase employees’ passion Low cost techniques Other resources
    • 5. Demand vs Supply Trends
    • 6. Demand vs Supply Global trends Shift in cultural diversity Shift in age & population Demand for knowledge workers
    • 7. GlobalPopulationTrends Rank Country 2011 Country 2030 1 China 1,336,718,015 India 1,460,743,172 2 India 1,189,172,906 China 1,391,490,898 3 US 311,050,977 US 365,683,198 4 Indonesia 245,613,043 Indonesia 288,678,451 5 Brazil 203,429,773 Nigeria 263,625,805 6 Pakistan 187,342,721 Pakistan 242,861,643 7 Nigeria 165,822,569 Brazil 240,172,633 8 Bangladesh 158,570,535 Bangladesh 211,287,894 9 Russia 138,739,892 Ethiopia 162,490,305 10 Japan 127,469,543 Philippines 138,332,519
    • 8. U.S. Population Trends 0 10 20 30 40 50 60 70 80 White, not HispanicBlack American Indian, Eskimo, & AleutAsian & Pacific Islander Hispanic origin (of any race) Percent of the Population by Race and Hispanic Origin: 1990, 2000, 2025, and 2050 1990 2000 2025 2050 Source: U.S. Census Bureau, Population Division
    • 9. Generations in the Workplace (in millions) Traditionalists (<1946) Baby Boomers (1946-1964) Gen X (1965-1979) Gen Y or Millenials (1980-2000) 0 20 40 60 80 1 77 55 80
    • 10. Not enough talent available Aging population will exacerbate problem. Increased diversity of cultures and ages Workforce Trend Review
    • 11. Attract & Retain Motivate & Develop Evaluate Deploy & Manage Systems & Tools Sustainable Change Talent Management Strategy Cycle
    • 12. Talent Assessment Be proactive
    • 13. Review Strategic Plan with Talent Needs Assess Key Employees Identify Talent Gaps Quarterly Review Ongoing Talent Assessment
    • 14. Talent Worksheet Strategic Initiatives (next 18 months) Person Accountable Development Needs Responsibility Shift To Whom Implement new CRM system by 12/31/12 Southeast Sales Mgr, Tim S. Software evaluation Training for new sales reps Unknown at this time, new position?
    • 15. » Determine gaps in talent and hire ahead of needs. » Develop talent within organization through stretch assignments, formal training, coaching, & mentoring. Key Ideas
    • 16. What are your thoughts and questions? Talent Assessment
    • 17. What makes your company special to its employees? How do your employees describe the company to their friends? Poll
    • 18. which is your employee?
    • 19. Passion vs Engagement What is the difference?
    • 20. Passion vs Engagement Engagement is an emotional commitment or involvement Emotions impact our behavior Passion is a strong liking or desire for or devotion to some activity
    • 21. Measuring your Retention Potential employer brand surveys employee surveys
    • 22. How often do you survey your employees? Poll More than once a year Annually Bi-annually Randomly Never
    • 23. Internal low cost External higher cost, industry benchmarking, research validation- questions work at all employment levels, reporting capabilities
    • 24. Leadership Strategic Plan Communications Work Environment Training Current Position Fit Career Development RecognitionValues and Purpose Relationship with Manager Survey Components
    • 25. Survey Rollout pick a good time 3 months prior introduce survey 1 month prior give preview give them 2 weeks to complete send email reminders
    • 26. Best Companies Group www.bestcompaniesgroup.com WorldBlu www.worldblu.com Quantum Workplace www.quantumworkplace.com Great Place to Work www.greatplacetowork.com Survey Share www.surveyshare.com CreateSurvey www.createsurvey.com Survey Resources
    • 27. What are your thoughts and questions? Survey Process
    • 28. Improvement Creating your Plan
    • 29. Creating your Plan low hanging fruit Implications for diversified workforce Communicate results and improvement plan to employees Share on-going progress
    • 30. Sample Improvement Plan Improvement Areas Score Improvement Steps Who Due Date Target Goal Cost 1 LEADERSHIP 78 CEO 82 1.1 UNDERSTAND COMPANY VISION Company Meeting to tell the vision "story" CEO 11/30/2011 none Develop and deliver "vision" training to all managers TRAINING 1/15/2012 low cost Create "vision" video MARKETING 6/1/2012 costly 2 RECOGNITION 79 TRAINING 82 2.1 MY MANAGER RECOGNIZES MY GOOD WORK IN A TIMELY MANNER Identify managers who need to be trained in this area TRAINING 12/30/2011 no cost Train managers on techniques for recognition TRAINING 2/28/2012 low-mid cost Integrate recognition into management performance reviews HR 1/1/2012 no cost 3 WORK ENVIRONMENT 76 HR 80 3.1 IRREGULAR TEMPERATURE Order Fleece Jackets w/logo PURCHASING 12/20/2011 low cost
    • 31. What are your top obstacles to managing talent? Poll Sr. Mgrs. don’t spend enough high-quality time on TM Org. is “siloed”; doesn’t encourage sharing & collaboration Line mgrs. Not committed to developing people Line mgrs. unwilling to differentiate (top, avg., underp erformers) Sr. Leaders not sufficiently involved in TM strategy
    • 32. GlobalPopulationTrends
    • 33. Implement On-going Talent Assessment Annual Engagement Survey Plan & Execute Engagement Improvements Remember and Prepare for Obstacles What are my action items?
    • 34. www.perfectlaborstorm.com www.employeeengagement.ning Drive - Daniel Pink The Dream Manager - Matthew Kelly Love ‘Em or Lose ‘Em - Kaye & Jordan-Evans Techniques for Increasing Employee Passion* Employee Engagement Improvement Plan* Generational Preferences Overview* *Resources available via email request: beth.miller@executive-velocity.com Talent War Resources
    • 35. Beth Miller beth.miller@executive-velocity.com 404.451.3726

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