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Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
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Management Mentors Sales Presentation V1.2

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In today\'s ultra-competitive workforce, your business can\'t afford NOT to have a business mentoring program. After all, the skills of your company’s executives and employees are your most valuable …

In today\'s ultra-competitive workforce, your business can\'t afford NOT to have a business mentoring program. After all, the skills of your company’s executives and employees are your most valuable assets. Corporate mentoring programs provide a means of cultivating those skills throughout your organization. This translates into talent retention (instead of turnover), happier employees and management, and a healthier bottom line. Check out our sales presentation to learn more about what a corporate mentoring program can mean to your company.

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  • Cover Sheet
  • PROBLEM # 2
  • Cover Sheet
  • Transcript

    • 1. Management Mentors Winning Talent WithinMANAGEMENT MENTORS WINNING TALENT WITHIN
    • 2. Management Mentors Winning Talent Within Mission StatementGuided by our constant focus on our “Four Pillars” of Talent Management,Management Mentors strives to provide our clients consisting of large Corporations,Government organizations and not-for-profits with a combined front-end strategy,solution implementation and project staffing, and continuing innovation into aframework that combines the fundamentals of the employee life cycle with thedynamic change elements of the business life cycle.We help clients identify specific processes, activities, and operational issues anddevelop highly targeted implementation plans designed to achieve the desiredresult. We work with clients to gather and analyze their information and expertise toform a knowledge base for introducing business improvements, as well as creatingfoundations for new initiatives. In this way, we help clients achieve a balancebetween long-term vision and short-term traction, creating immediate businessbenefits as well as sustained competitive advantage and profitability.
    • 3. Management Mentors Winning Talent Within Company OverviewCore Competencies  The Leader in Quality Mentoring Services for Over 20 Years.  We Offer The Most Advanced Applications to Deliver Talent Management Solutions.  We Make it Easy and Rewarding toRene D. Petrin, President and Founder of Participate in Talent Development;Management Mentors, Inc. Coaching Complete Mentoring Complete Corporate Wide.  We Provide a Full Array of Products, Consulting and Services Necessary to Succeed and Maximize Value.
    • 4. Management Mentors Winning Talent Within Company OverviewCore Values Integrity Excellence  Integrity  Excellence  Customer Focused  Teamwork  Entrepreneur Oriented Customer  Communication Focused Teamwork Entrepreneur Communication Oriented
    • 5. Management Mentors Winning Talent Within The Money Train/Human Capital Costs Following a Dual TrackCut Costs Grow Profits Retention • Mentoring • Efficiency • Knowledge Base • Coaching • Profitability • Automation • Longevity Certification Standards
    • 6. Management Mentors Winning Talent WithinThe Challenge Business Week Reported: ―Companies and countries will need more than 3.5 billion people to fill knowledge worker positions.‖ ―In the U.S., retirement of the baby boomers means that the 500 biggest companies could lose half their senior managers in the next five years.‖ ―The U.S. will have the biggest shortfall—needing as many as an additional 14 million people.‖ ~Business Week, September 2008
    • 7. Management Mentors Winning Talent Within Deloitte Research States…The Problem • One in three new for talent isaincreasing! Competition hires leave company within the first year of employment.
    • 8. Management Mentors Winning Talent Within Talent Strategy Senior executives must realize that their talent strategy must entail more than just throwing money at high-performers in hopes of recruiting and retaining them. Talent must be redefined to include not just the best and brightest but the entire workforce—those who contribute all of the skills and capabilities that an organization needs to sustain growth.
    • 9. Management Mentors Winning Talent Within Managing the Global Talent Crisis The Solution Three Legged Stool ModelImprove the Quality of Talent Develop Certification StandardsManagement to Ensure Long Term Success Apply Knowledge Base and Automation to Increase Retention and Reduce Cost
    • 10. Management Mentors Winning Talent Within One Company…Winning Talent Within!Static/Disjointed Service Environment Your Private Network  No Process Standards  No Visibility  No Scalability  Limited Controls  Limited Progress Tracking  A Self Contained Communications Network  Centralized Compliance Management  Centralized Program Management  Centralized Services  Knowledge Database  Skills/Certification Repository  Scalability/Global Visibility
    • 11. Management Mentors Winning Talent Within Applying Knowledge Base & AutomationThe Solution
    • 12. Management Mentors Winning Talent Within The Certification StandardThe Solution
    • 13. Management Mentors Winning Talent Within Does it Work?Case Study YES!  Results: Enterprise Rent, a Car Case Study In Enterprises current 12-month rolling report, it has 450 pairs at an over 89 percent pairs retention percentage. The Enterprise mentee retention percentage is over 92 percent, including over 94 percent for both women and minorities. In addition, the overall promotion percentage for mentees participating in the program has continued to exceed expectations.
    • 14. Management Mentors Winning Talent Within Does it Work?The Solution• ABSOLUTELY! Management Mentors routinely achieves a 90% success rate with pairs it matches using a thoughtful, proven, automated process…And it’s fast.
    • 15. Management Mentors Winning Talent Within Administration Performance FactorsThe Solution Efficiency (Administration can run 60% of cost)  Reduce process steps through automation  Reduce administration time allocated to non-value added tasks  Time dedicated to recruiting  Downtime spent with an unsuccessful recruit  Valuable management time spent training the un-trainable  Rework – Time spent on doing the same tasks over again  25 – 50% of a process cost can be attributed to doing things over, because they were not done right the first time  Information Availability – Is the right information available at the right time?  25 – 50% of a process cost can be attributed to poor information availability Mentor - Mentoree - Managing Your Greatest Assets  Freedom of choice  Employee self service  Actionable opportunities to define the process  Identify and develop talent within
    • 16. Management Mentors Winning Talent Within Retain Top TalentThe Problem  Research suggests that a company’s ―stars‖ are the first to be poached by competitors and are less likely to stay.  Moreover, a study of investment banks found that when imported from elsewhere, stars rarely sustain their performance in the new organization. Deloitte Research. "HR That That Means Business: Focusing on Value Creation."
    • 17. Management Mentors Winning Talent WithinOur Approach – 4 Pillars of Talent Management Consulting & Training Over 45 Years of Expert Mentoring Complete Mentoring & Program  Long Term Relationships  Increase Retention Management Experience  Increased Visibility  The Knowledge Experts  90% Matching Success  250 Program Standards  Reduce Cost Through  Proven Methodology Automation  Knowledge Transfer Mentoring Mentoring University Complete Mentoring University Coaching Complete  On-line Education  Shorter Term/Managerial in Complete Coaching  Certification Standards Nature  Understanding/Training  Task Oriented Success  Reduced Cost Through Automation
    • 18. Management Mentors Winning Talent Within How does a successful mentoring program benefit your organization?The Solution • Enhance strategic business initiatives • Increase retention • Reduce turnover costs • Improve productivity • Enhance professional development • Breaks down the "silo" mentality that hinders cooperation among company departments or divisions • Uses your own employees, instead of outside consultants, as internal experts for professional development
    • 19. Management Mentors Winning Talent WithinWhat if you are missing a piece? Consulting & Training Over 45 Years of Expert Mentoring Complete Mentoring & Program  Long Term Relationships  Increase Retention Management Experience   Risk… Cost… Uncertainty The Knowledge Experts 250 Program Standards   Increased Visibility 90% Matching Success  Reduce Cost Through  Proven Methodology Automation  Knowledge Transfer Mentoring Mentoring University Complete Mentoring University Coaching Complete  On-line Education  Shorter Term/Managerial in Complete Coaching  Certification Standards Nature  Understanding/Training  Task Oriented Success  Reduced Cost Through Automation
    • 20. Management Mentors Winning Talent WithinMentoring Engagement & Execution Productivity & Retention = Profitability!
    • 21. Management Mentors Winning Talent Within Thank You!MANAGEMENT MENTORS WINNING TALENT WITHIN

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