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Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

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prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton
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Page 1: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

prepared especially for

PWSHRM

By Dalton Alliances, Inc. /franciedalton

Page 2: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

2020: Domestic robots = norm 2013

2030: Driverless vehicles = norm 9/13

2050: Nanobots perform surgery 2035

as projected in 2011 vs 2013

Page 3: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Which two haven’t yet been successfully produced via 3D printing?

Guns that can be successfully fired Vaccines that can then be self

administered Fresh meat for human consumption Fully functioning human ear

Page 4: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Stay informed so you can anticipate

Page 5: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Workforce StatsImplications for U.S. Business Navigating Your Perfect Storm

Page 6: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

2013: Degreed workers < demand by 6M

2025: Degreed workers < demand by 16 M

Bureau of Labor Statistics

Page 7: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

GRADUATE AGE U.S. RANK

25-34 7th

25-34 16th

as reported by OECD in 2011 vs 2013

Page 8: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

By 2020

• 20% or more of all employees will need

Bachelor Degree or higher • 3% will need at least 5 years

experience• 21% will need moderate/long

term OJT OECD 2011

Page 9: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Your inputs/suggestions must be:

Data Based

Page 10: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Ask “What’s so?”Develop a clear statement of

current state

Page 11: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Mentoring Budget Succession Planning

Page 12: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Competing prioritiesOpportunity costsSlow/unclear benefit

Page 13: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Ask “So what?”Develop a clear analysis of

implications

Page 14: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Quantitative issues

Qualitative issues

Few age 30 to 49

Physical/technical jobs automated

Intense competition

T&D: critical

Few Expert Mgrs

Remaining jobs will be “high touch”

Towers Perrin; Gallup: current state and implications

Page 15: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Quantitative Deficits in Labor = - Fewer Products/Services

Qualitative Deficits in Labor = - Eroded Execution- Erosion of Competitive

Advantage- Sustainability

Page 16: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Ask “Now What?”

Page 17: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Vox InclementeToxicityDisengagementWait for others to act

~OR~

Reorient your thinking/approach

Page 18: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

S+R=O Situation + Response =

Outcome

Page 19: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Navigating the Perfect Storm

Page 20: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Mistakes Margins Missed Opportunities

Page 21: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Demonstrate Shared Concerns

Page 22: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

AnticipatoryGathered Data Asked What’s so?; So What?; Now

What?Demonstrated Shared Concerns

But….

Page 23: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Absolutely Wrong

Page 24: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Package your recommendations for acceptance

By each relevant party/key stakeholder

Page 25: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Workplace Passion ≠ emotionalism

Page 26: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Excavate Potential Radial Impacts of your

Recommendations B E F O R E

Presenting Them!

Page 27: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Be willing to USE TOOLS

Page 28: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

How to perpetuate/ensure the undesirable

Page 29: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

How to Perpetuate C-level Refusal to Allocate Sufficient Funds for Training/Development?

Page 30: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

I M P O R T A N C E

highly important easily achieved

Page 31: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Use charts/graphs so you T A L K less!

Page 32: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

I M P O R T A N C E Highly important Easily achieved Position re: Opportunities? Position re: Vulnerabilities?

Page 33: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Assess opportunities and vulnerabilities

ANDOrganizational position to

capitalize/neutalizeTHENDetermine need for reprioritization

Page 34: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Volunteer required!

Page 35: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Recalibrate your Delegation Grid Quarterly

Page 36: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

Perpetually mindful of:

current/desired states per C-level concerns

positioning re: opportunities/vulnerabilities

packaging your approach to relationships

calibrating time deployed to highest value

Page 37: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.
Page 38: Prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton.

prepared especially for

PWSHRM

By Dalton Alliances, Inc. /franciedalton


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