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SHRI HR Forum 2008
 
<ul><li>“ Right person for the right job” </li></ul><ul><li>OR </li></ul><ul><li>“ Right job for the right person” </li></ul>
<ul><li>“ People are not your most important asset. The RIGHT people are” </li></ul><ul><li>Jim Collins </li></ul>
<ul><li>America's largest 500 companies will lose 50 percent of their senior managers in the next five years.  1 PHR </li>...
 
 
<ul><li>Performance and Talent Management Trend Survey, Success Factors, 2007 </li></ul>
<ul><li>Vibrant and young </li></ul><ul><li>Tech savvy: blogs/wikis </li></ul><ul><li>Global, mobile, virtual worker </li>...
<ul><li>“ Today, the most profound thing is that a 14 year old in Romania or Bangalore or Vietnam has all the information,...
Job Fairs, word of mouth Employee surveys Plaques Team building offsites Classroom training All Hands Meetings Traditional...
HR Engagers Traditional Tools  Internet-Age Tools Visibility All Hands Meetings  All Hands Webcasts, replays Development C...
<ul><li>INTERNAL </li></ul><ul><li>EXTERNAL </li></ul><ul><li>Identify Star Talent </li></ul><ul><li>Allocate Resources </...
 
<ul><li>It’s not Talent Management </li></ul><ul><li>It’s optimizing value of talent management programs </li></ul><ul><li...
<ul><li>True north culture </li></ul><ul><li>Respect of organizational leadership </li></ul><ul><li>Everyone is responsibl...
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Genex 2020

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Next Generation of Human Capital by 2020. Presentation made at HR Forum 2008 in Singapore on July 24, 2008 organized by Singapore Human Resources Institute, a premier HR Body of Singapore

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Genex 2020

  1. 1. SHRI HR Forum 2008
  2. 3. <ul><li>“ Right person for the right job” </li></ul><ul><li>OR </li></ul><ul><li>“ Right job for the right person” </li></ul>
  3. 4. <ul><li>“ People are not your most important asset. The RIGHT people are” </li></ul><ul><li>Jim Collins </li></ul>
  4. 5. <ul><li>America's largest 500 companies will lose 50 percent of their senior managers in the next five years. 1 PHR </li></ul><ul><li>Average company in the U.S. spends nearly 50 times more to acquire a $100,000 professional. 2 DELOITTE </li></ul><ul><li>CEOs spend more than 20% of their time on talent management. 3 CEOs role in Talent Management, The Economist & DDI, 2007 </li></ul><ul><li>Competition for talent is increasing industry-wise. </li></ul><ul><li>Cost of acquiring and keeping talent has inflated. </li></ul><ul><li>Smaller companies lack any kind of talent management scorecard and formal plans to grow and retain talent. </li></ul><ul><li>Most valued competencies: Management leadership, Technical knowledge and People Skills. </li></ul>
  5. 8. <ul><li>Performance and Talent Management Trend Survey, Success Factors, 2007 </li></ul>
  6. 9. <ul><li>Vibrant and young </li></ul><ul><li>Tech savvy: blogs/wikis </li></ul><ul><li>Global, mobile, virtual worker </li></ul><ul><li>Lack of tolerance/diversity </li></ul><ul><li>Risk takers </li></ul><ul><li>Single parent </li></ul><ul><li>Women participation </li></ul><ul><li>Job Tenure: 18months/Status symbol </li></ul><ul><li>Dominant language: Chinese? </li></ul>
  7. 10. <ul><li>“ Today, the most profound thing is that a 14 year old in Romania or Bangalore or Vietnam has all the information, all the tools, all the software easily available to apply knowledge however they want” </li></ul><ul><li>David C Forman, Chief Learning Officer </li></ul><ul><li>The Human Capital Institute </li></ul>
  8. 11. Job Fairs, word of mouth Employee surveys Plaques Team building offsites Classroom training All Hands Meetings Traditional Online advertising, Email referrals Online surveys Email announcements D-lists, webinars eLearning Replayable Webcasts Net Web HR Engagers Blogging, RSS, Social networking Attraction Wikis, chats, forums Empowerment Recommendations, kudos, ratings Recognition Social networking, workspaces Community Informal learning, tagging Development Interactive blogs Visibility
  9. 12. HR Engagers Traditional Tools Internet-Age Tools Visibility All Hands Meetings All Hands Webcasts, replays Development Classroom training eLearning Community Team building, offsites Community Pages, Webinars Recognition Manager Nominations, plaques Managers and peers submit via emails and portal awards Empowerment Question boxes, Employee surveys Online, event driven surveys Attraction Job Fairs, word of mouth Online recruiting, internet employee referral programs
  10. 13. <ul><li>INTERNAL </li></ul><ul><li>EXTERNAL </li></ul><ul><li>Identify Star Talent </li></ul><ul><li>Allocate Resources </li></ul><ul><li>Develop Talent </li></ul><ul><li>Identify Scarcity </li></ul><ul><li>Develop Linkages </li></ul><ul><li>Allocate Resources </li></ul>
  11. 15. <ul><li>It’s not Talent Management </li></ul><ul><li>It’s optimizing value of talent management programs </li></ul><ul><li>CEO Environment: </li></ul><ul><ul><li>C hallenges intellectual capabilities </li></ul></ul><ul><ul><li>E ngagement maximization </li></ul></ul><ul><ul><li>O pportunities to perform </li></ul></ul>
  12. 16. <ul><li>True north culture </li></ul><ul><li>Respect of organizational leadership </li></ul><ul><li>Everyone is responsible for talent management </li></ul><ul><li>Go where the talent is </li></ul><ul><li>Industry-academia partnership </li></ul><ul><li>Khuli Katchery / team relations </li></ul><ul><li>Energizers </li></ul><ul><li>Work-life balance/Environment </li></ul><ul><li>Competency profiling </li></ul><ul><li>Compensation and benefits structure </li></ul><ul><li>Performance management </li></ul><ul><li>Reverse mentoring </li></ul><ul><li>STARR Program </li></ul><ul><li>Goodwill fund </li></ul><ul><li>Non financial incentives: High Inflation </li></ul>

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