The document discusses talent management and succession planning. It outlines the traditional approach to succession planning versus a new approach focused on business needs. It also discusses moving from the industrial age to the knowledge age and talent age, and the talent management life cycle of planning, evaluating, acquiring, retaining, engaging, leading, developing, and deploying talent. Training is also addressed as part of the talent management process.

1. 6/8/2010 CONFIDENTIAL © JV Driver Projects Inc. February 1, 2009 1

2. Agenda
 Industrial Age, Knowledge Age and Talent
Age
 Talent Management Life Cycle
 Succession Planning
 Future- Human Capital- My Perspective
 Training
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3. Moving Towards the Talent Age
1
Age
2
Age
3
Age
Companies flounder today because first generation leaders are working
In second generation companies working on third generation problems.
Ralf Schneider, PWC
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4. Talent Management Life Cycle
Plan
Evaluate Acquire
Human
Business Talent Business
Capital Retain Engage
Strategy
Strategy Measure & Align Results Results
Lead Develop
Deploy
Talent Management Practices
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5. Talent Management Cycle
70% of organizations have
a weak pipeline
Plan
Value of top performers –
2 to 3 times the performance
Of average employees
Evaluate Acquire
Retain TALENT Engage Rate of efficiency at which most
Businesses operate because of poor
LIFE CYCLE Engagement levels – 30%
Number of employees the
average manager’s actions Lead Develop Average time required for a new manager
to become productive – 6 months
directly affect - 12
Deploy
Percentage of a company’s employees
Who are well suited for their roles - $20%
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6. Talent Management Cycle
Plan
Evaluate Acquire
Human
Business Talent Business
Capital Retain Engage
Strategy
Strategy Measure & Align Results Results
Lead Develop
Deploy
Talent Management Practices
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7. Succession Planning Traditional Approach
Traditional
Replacement
Planning
Function/Person A Function/Person B Function/Person C
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8. Succession Planning New Approach
Business Needs A Business Needs B Business Needs C
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9. Future
 Skill Shortage/Knowledge Transfer
 Onboarding – Process
 Up to 15% of new hires consider quitting after a bad
first day
 Language
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10. Training
 Analysis
 Design
 Development
 Implementation
 Evaluation
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11. Question & Answers
Danny Mikitka, HCS
Human Resources Manager
JV Driver Projects Inc.
780-612-2160
dmikitka@jvdriver.com
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