New Age Presentation by Danny

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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