The document discusses trends in talent and strategy for 2016, noting that people must be at the heart of strategic planning to ensure effective execution. It highlights the importance of company culture, skills like problem solving and social intelligence, and the need for fair pay systems and a strong talent leadership close to the CEO to build competitive advantage through people. The final section introduces a talent consulting firm that helps organizations become people-centric.

1. October 2015
9 KEY TALENT TRENDS 2016
People insights, quotes and some data that can help
review your talent strategy in a connected world

2. Without the right people, don’t waste your time drafting a strategy and vision.
They travel together.
Strategy People
a company
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3. – Richard Branson, Founder Virgin Group –
“You don’t build a business
-YOU BUILD PEOPLE-
and then people build the business”
“If you run a business, put on top
your employees, then your consumers,
and then your shareholders”
– Zig Ziglas, Author & Speaker –
“Businesses don’t create value,
people do!”
– Dominic Bauton, Managing Director of McKinsey & Co. –
“If your people are not thinking
to grow your business 10x
they are problably not innovating”
– Peter Drasnanes, Co-founder Singularity University –– Steve Faktor, Workplace innovation expert –
“Company culture is the single
biggest reason a person suceeds
in one company and fails in another”
“Strategy without people
is strategy without future”
– Maree Conway, Strategic Futures Partitioner –
a company
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4. a company
3
Performance
Culture + morale
Quality assurance
ExecutionVision
Planning
Dreaming
Budgeting
1 Peopleneedtobeattheheartofstrategicplanningtoguaranteeasoundandeffectiveexecution
People are for...Strategy is for...

5. expect to stay in a job
less than 3 years
Narcissistic
I only think of myself
Open to change
Creative
MILLENNIALS
MILLENNIALS... (16-34)
Confident
Team player
Money driven
would rather spend money on
an event over buying something
will choose workplace
flexibility over pay 27%
46%
80%
72%
66%
65%
Young adults have different ways of working, getting motivated and seeking success2
91%
78%
45%
Source: Upwork, “The 2015 millennial majority workforce report”, USA, Oct 2014. HR, “6 millennial retention strategies to adopt in 2015”, Jan 2015.
GENERATION X
(35-55)
20%
28%
34%
35%
73%
54%
54% have already started their own
business or want to start one
a company
4

6. Source: PSFK, “The Future of work”, 2013. Forbes - Entrepreneurs, 2013.
Asasourceforhappinessandmoralenewgenerationsstronglycherishworkenvironment3
Open spaces
with private
locations
Daylight
+
windowsModular
environments
Adecuate
noise
Temperature
and
ventilation
Casual
interactions
and planned
events
Furniture
layout
Flex hours
+ casual
dressing
a company
5
9 out of 10people belive their workspace
quality affects attitudes and
increases productivity

7. Collectivetalentsourcing enablesfasterandcost-effectiveskillsaggregationforhigher
productivityandperformance
Largest freelancer marketplace
• 8M projects launched
• 17M global freelancers
• Experts in 850 categories from +234 countries
Community of creators solving brands’ challenges
• Community of +320K from 166 countries
• 94K ideas submitted in 843 contests
• $6.5M USD awarded in prices
Graphic design hub (logo, web)
• Submit project and designers compete for it
• 1M designers pool
Biding platform of business experts solutions
• +10K business experts
• Top talent from MBA professionals
• 99% avg. satisfaction rate
Translations by native speakers worldwide
• 15K native speakers in +140 countries
• +35 languages
• Tasks completed in an avg. 1 hour
Contest in computing programing solutions
• 865K members (developers, designers and data scientists)
• $72Bn USD in awards to-date
• Software and algorithm development problem solving
4
Source: freelancer.com; gengo.com; 99designs.com; eYeka.com; topcoder.com; hourlynerd.com. a company
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8. Afullyconnectedworldandquickerinnovationcyclesaredemandinganewsetofcriticalskills.
Somenewskillsonhighdemandare:
4
Make intelligent interpretations
and true insights
Operate in different
cultural settings
Deeply connect and stimulate
reactions with others
Source: Institute for the Future, 2015
Communicate and lead
multidisciplinary teams remotely
Use data tools to disseminate
and filter for true insights
Ability to tailored problem
solving outside the box
Reach and engage with
audiences across networks
Joint company and community
value creation
Translate vast data
into useful reasoning
Cognitive load
management
Sense
making
Trans
disciplinary
New media
literacy Computational
thinking
Virtual
collaboration
Social
intelligence
Cross-cultural
competency
a company
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Multifaceted problem solving
with large scale collaboration
Corporate
shared
value
Adapting
thinking

9. Most CEO´s are increasingly worried about finding talent with the right skills
46%
2009
2010
2011
2012
2013
2014
2015
51%
56%
53%
58%
63%
73%
4
of CEO’s are
concerned about
availability of key skills
Source: PwC, “18th Annual Global CEO Survey”, 2015. a company
8

10. Data driven decision-making agility
Forward and innovation thinker
Inspirational with clarity
Adaptability / open to change
Technology savy
Risk taker
Best people attraction capacity
CEO
4 MostCEO´sandHRheadsrequireanewsetofskillstolead,motivate,monitoreandenhancevalue
creation
Strategic and analytical thinker
Technology and talent platform savy
Marketing and company positioning
Extended workforce and skills management
Culture and values developer
Data and performance centric
HR / People’s Director
Source: PwC, CEO Insights, Aug 2015. Accenture 2015. a company
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11. 5 Morethanever,fairpayandperksarekeytoalignemployeegoalswithcorporategrowth,
productivityandlongtermvaluecreation
Source: Accountemps, “Employee perks that work”, 2014
Subsidized gym
membership
On site perks
(childcare, dry cleaning)
Relocation of
housing assistance
Program for
charitable contributions
Flexible work hours/
telecommuting
Mentoring
programs
Free or subsidized
snacks or lunches
Subsidized training
or education
45%
14%
35% 33%
24%
What do employees want?
(% of affirmative answers)
19%
15% 15%
a company
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12. 5 Fairpaymentsystemsarekeytoaligncompanyandemployeegoalsongrowth,morale,
productivityandlongtermviabilityofcompanies
Company Goals
• Revenue
• EBITDA
• Market share
• Stakeholders
value creation
• Social impact
Fair Pay Systems - Best practices
Source: Accountemps, “Employee perks that work”, 2014.
Employee Goals
• Money in the bank
• Great place to work
• Sense of purpose
• Career path
• Long term net-worth
• Doable goals • Bonus at plan
a company
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• Clear process • Stretch bonus

13. Source: Chronus, Mentoring and Talent Development Solutions, 2014.
6 Investing in your employees delivers higher productivity and retention rates
250%higher productivity if
organizations apply
development programs
25%increase of retention if
employees are engaged in
company-sponsored mentoring
7xemployee’s ROI from
initial coaching
investment
12

14. 7
Source: Cornerstone on Demand 2015. Forrester, “SaaS HR Management Systems”, Q4-2014.
HRandTalentTechPlatformsarebecomingastrongcompetitiveadvantageandasourceof
efficientandintegratedpeoplesupplychainmanagement
Communication
(bi-directional)
Onboarding
Recruiting
Succession
Permanent
Learning
Payment
Performance
Data Base
a company
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15. Companieswithastrongculturedeliverhighermarketcapanddirectbenefits8
Source: Deloitte, “Global human capital trends”, 2015.
16% of market cap premium
on companies perceived to have
effective leadership
95%of employees believe culture
is more important than compensation
Lower personnel rotation
Higher employee productivity
More innovation
Clear career path
Teamwork and cross fertilization
Competitive salaries
Clear and strong incentives
(“if I can bring my dog I´ll charge less”)
a company
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16. Source: Inc., "Want HR to matter? start with the CEO", Oct 2015.
9 ThetalentleadershipshouldbeveryclosetotheCEO´sstrategyandheartinordertobuildatrue
competitiveadvantage
Where does your HR structure sit within your company?
HR Finance Finance
HR Legal
HR
No HR PEOPLE
CEOCEOCEOCEOCEO
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17. AtPeople@wehelpourclientsbecomeapeopleandtalentcentricorganizationwithwell
definedservices
OUTPLACEMENT
MANAGEMENT
ASSESSMENT
EXECUTIVE
SEARCH
INDUSTRY
MAPPING
Structure assessment and recommendations.
Personnel, leadership skills analysis.
Process and systems mapping and strategic
recommendations.
People outplacement strategy.
Individual couching.
Outbound office services.
Candidate profiling and optimal job design.
Search, filtering, reference checking and
assessments.
Inbound process & training.
People outplacement strategy.
Individual couching.
Outbound office services.
a company
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18. Contact
+52 (55) 5280 4732
info@peopleat.net
Julio Verne # 89 -303 Colonia Polanco, CP 11550 Miguel Hidalgo, Mexico City www.peopleat.net