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The business imperative every hr professional must face : Talent Development

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The business imperative every hr professional must face : Talent Development

  1. 1. THE BUSINESS IMPERATIVE every HR professional must face – Talent Development PRESENTED BY: NICOLE MARTIN November 18, 2013
  2. 2. The Business Imperative "We have no patent on anything we do and anything we do can be copied by anyone else. But you can't copy the heart and the soul and the conscience of the company.“ Howard Shultz, CEO Starbucks
  3. 3. The Talent is Winning  By 2018 Boomers will make up 23.9% of the workforce and there are fewer Gen X, Gen Y and Millennials to take their places.  Executive Survey– 1 in 5 (21%) – believe that their HR programs are “world class” in some areas, far more executives express concern with talent programs. More than 1 in 3 (37%) of executives surveyed say their HR and talent programs require “significant” (23%) or even “radical” (14%) improvements.  More than half of employers (52%) believe that competition for talent is becoming more and more competitive compared with 20% in 2009.  And, yes the people still change jobs due to the relationship with their manager.
  4. 4. “I can be myself at work!” Workplace flexibility initiatives excel when they are designed to bring people together vs. highlight differences.
  5. 5. Culture Eats Strategy for Breakfast
  6. 6. HR Strategic Imperative  HR Value Proposition  What can a business accomplish without human capital?  What is talent to your organization?  Do you make or buy your talent?  What competencies drive revenue?
  7. 7. Core Ideology It all must start with a Fundamental Purpose
  8. 8. Effective Management Clarify Develop Drive Align Manage Allow Business Strategy meets Talent Strategy
  9. 9. Where is the Talent Pipeline? Commitment to Adapt, Change and Innovate
  10. 10. Talent Scouting The Right people – not the Best People but the Best People for Us!
  11. 11. Managers of Choice in Mind Talent Scouting Adaptive Relationship Management Trust Building Skill Building Ambassador Building
  12. 12. As a Leader…
  13. 13. Trust Building
  14. 14. Developing Assets
  15. 15. Quantify the Dividends
  16. 16. As a Leader… Your brand is what your employees experience. Embrace the will to create Brand Ambassadors. Hire and Train with Managers of Choice Commit to Accountability & Drive Analytics Bring Everyone on the Journey…Envision the Talent Resources
  17. 17. Organizational Branding Your Employee Value Proposition (EVP) is as important if not more so then your Unique Selling Proposition (UVP). Is every employee a positive representation of your brand?
  18. 18. Drive it or Support it?
  19. 19. Nicole Martin, MS, SPHR Executive Director | HRBoost, LLC.™ 306 Peterson Road, Libertyville, IL 60048 847.736.5085 |www.hrboost.com Are you winner? Nominate your company for 101 Best and Brightest Companies to Work™ for at www.101bestandbrightest.com

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