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Talent Management WorkshopABA HR and Labor Conference
February 18, 2013David Brookmire, President
Corporate Performance Strategies
Agenda
• Objectives• Business case for Talent Management• Critical success factors• HR Systems• Panel Discussion• Wrap-up
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Objectives
• Increase your understanding of how to build aneffective Talent Management strategy
• Gain a better understanding of HR’s role whenimplementing an effective Talent Managementstrategy
• Develop or refine your Talent Management strategy• Learn from your peers by sharing best practices
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Talent Management Report Card
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Top 10 Hardest Jobs to Fill in 2012
• Engineers• Technicians• Sales Representatives• Accounting & Finance Staff• Drivers• Mechanics• Production Operators• Machinist/Machine Operators• IT Staff• LaborersManpower Research, 2012
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Talent Management Elements
1. Business Strategy Development2. Current and Future Leadership Needs3. Critical Roles4. Leadership Development Strategy5. Talent Acquisition Strategy6. HR Systems Design7. Measuring Success
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Talent Management Elements
1. Business Strategy Linkage2. Current and Future Leadership Needs3. Critical Roles4. Leadership Development Strategy5. Talent Acquisition Strategy6. HR Systems Design7. Measuring Success
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Business Strategy ImplicationsFor Talent Management
Pre-Work Questions
• What are the key aspects of your company’s strategy thatimpact human capital?
• What are the critical success factors (drivers of success) toimplement the strategy (See explanation below)?
• What is the role of human capital in implementing thestrategy? What do leaders and employees need to possessand do to ensure success?
• What are the top 3-4 gaps with respect to human capitalthat may prevent the company from being successful in thenext 3-5 years?
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Vision
Become the #1Brand aroundthe globe for
specialtyproducts.
StrategyImprove brandrecognition and
execution.
Look for acquisitionsin areas to help
diversify ourproducts.
Implementcontinuous
improvement in ourmanufacturing
facilities.
Upgrade our talentand build sufficient
bench strength.
Eliminate our long-term debt
requirements.
Invest in theinfrastructure tosupport planned
growth.
LeadershipStrategy
Leaders need todevelop M&A core
competencies
Must create a cultureof continuousimprovement
Accelerate theacquisition and
development of talentfor key roles
Greater collaborationamong leaders to
bring new initiatives tomarket faster
Need culture changeto innovative vs. risk
averse.
HR Initiatives
Linking HR with the Business
StrategicSuccession
plans,integrated
talentprograms
TacticalWorkforce planningand restructuring,
performance management,training
FoundationIntroduce new technology platform, USpolicies on talent movement, hire CLO
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Current and Future Needs
Current and Future Needs
12
LeadershipStrategy
Quantity ofLeadersNeeded
QualitiesDesired inSelection
CompetenciesNeeded to
Implement theBusiness Strategy
and Create theDesired Culture
CollectiveLeadershipCapabilities
DesiredLeadership
Culture
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Competency Example
Accountability
• Defines objectives and strategies to meetcustomer requirements and organizationalgoals and objectives.
• Manages performance to achieve expectedresults.
• Keeps informed of performance through face-to-face meetings, written communications,analytical reports, and performancemeasures.
• Keeps supervisor informed of progress,issues, and potential problems.
• Maintains a cost/effective balance of controlsand risk-taking to ensure effective andefficient operation within budget.
• Identifies and addresses areas of weaknessthat may affect organizational performance.
• Takes full responsibility for results.
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Peer Discussion
• What do you want toshare to get feedback andsuggestions?
• What do you want to learnmore about?
• What are your keytakeaways from thediscussion?
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HR Systems Design
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HR Systems Design
16
Competencies
Selection
Appraisal
CompensationTraining
SuccessionPlanning
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Peer Discussion
• What do you want to share to get feedback andsuggestions?
• What do you want to learn more about?
• What are your key takeaways from the discussion?
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Wrap-up
• Let you experience thekey elements fordeveloping a talentmanagement strategy
• Opportunity to shareand learn with yourpeers
• Keep up the networkingafter the session
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Panel Discussion
Please provide feedback, suggestions, and questions.
Dave Brookmire, Ph.D.404-593-5001
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