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Workforce Planning,
 Talent Management
 and What your CEO
wishes HR would do…
Workforce Planning and Talent
        Management

   WP – simply it’s the “Ability to put the
    right people, in the right place, at the
    right time.”

   So, what’s Talent Management?
What Your CEO Wishes HR Would Do...
Or this…
Or this…
What Should it be?
What Your CEO Wishes HR Would Do...
Real Simple…
5 Things Your CEO Wishes HR
WOULD Do – Regarding Talent
        Management


    Back to what the CEO wants…
   Metrics that show the alignment of the workforce
    plan to the major business objectives.



    Metrics that
    represent a
      plan of
      action.

Really pretty charts…
• Take off the HR
         Hat

     •Simple
   Collaboration

  •Understand your
      business


HR Pros that get It…
Executives work at a much
               higher level of uncertainty.

               Traditional HR Forecasts are
                       not effective.

               Forecasting is a static
                    visions of the
                future…HR needs to
                add in “what-ifs” to
                create a qualitative
                   piece that your
               executives are looking
                         for.

A GAP ANALYSIS…not really!
Hire Sharper
  HR Pros
Why don’t we
  do this in HR?




Value over Efficiency…
1. Who in your industry is
         aggressively going after talent?

     2. Who are the difference makers in
              your competitors?

     3. Exactly, by name and position, are
            you going after from our
          competition to strength us and
                  weaken them?




Your Competition…on a platter
Must-Do
Moves…
  No
 Matter
 What!
A Plan that doesn’t
   treat everyone
   equally…Talent
Management is not a
     Democracy
What Your CEO Wishes HR Would Do...
So now what?
   Connect business strategies to needed
    competencies

   Develop a Talent Mindset

   Integrate all Talent Initiatives
    ◦ Software does not equal talent
      management…but it sure does help!




Where to go from here…
   Becoming a trusted advisor instead of a
    fulfillment center
   Become a Work Therapist
   Be one of the tribe
   Stop being a school teacher
   Open w/ What do you think your CEO
    wants HR to do?
   Corporate Evangelist – not Corp Hoarder
   Be the Geek Squad for People Systems
 Stop saying “No” and start saying “Yes”
 Step into the vacuum
    ◦ Find the space in your organization where
      something needs to get done, and make it
      happen.
   Give your “A” card away
Your CEO will only care about
Business Results.
“HR discovers things about our
  business through the lens of
  talent…that is a competitive
                    advantage.
                                           John Baudreau
                 USC’s Center for Effective Organizations
What Your CEO Wishes HR Would Do...
Let’s Connect:

Sackett.tim@hru-tech.com

www.hru-tech.com

Twitter: @TimSackett

LinkedIn:
www.linkedin.com/in/timsackett

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What Your CEO Wishes HR Would Do...

  • 1. Workforce Planning, Talent Management and What your CEO wishes HR would do…
  • 2. Workforce Planning and Talent Management  WP – simply it’s the “Ability to put the right people, in the right place, at the right time.”  So, what’s Talent Management?
  • 9. 5 Things Your CEO Wishes HR WOULD Do – Regarding Talent Management Back to what the CEO wants…
  • 10. Metrics that show the alignment of the workforce plan to the major business objectives. Metrics that represent a plan of action. Really pretty charts…
  • 11. • Take off the HR Hat •Simple Collaboration •Understand your business HR Pros that get It…
  • 12. Executives work at a much higher level of uncertainty. Traditional HR Forecasts are not effective. Forecasting is a static visions of the future…HR needs to add in “what-ifs” to create a qualitative piece that your executives are looking for. A GAP ANALYSIS…not really!
  • 13. Hire Sharper HR Pros
  • 14. Why don’t we do this in HR? Value over Efficiency…
  • 15. 1. Who in your industry is aggressively going after talent? 2. Who are the difference makers in your competitors? 3. Exactly, by name and position, are you going after from our competition to strength us and weaken them? Your Competition…on a platter
  • 16. Must-Do Moves… No Matter What!
  • 17. A Plan that doesn’t treat everyone equally…Talent Management is not a Democracy
  • 20. Connect business strategies to needed competencies  Develop a Talent Mindset  Integrate all Talent Initiatives ◦ Software does not equal talent management…but it sure does help! Where to go from here…
  • 21. Becoming a trusted advisor instead of a fulfillment center  Become a Work Therapist  Be one of the tribe  Stop being a school teacher  Open w/ What do you think your CEO wants HR to do?  Corporate Evangelist – not Corp Hoarder  Be the Geek Squad for People Systems
  • 22.  Stop saying “No” and start saying “Yes”  Step into the vacuum ◦ Find the space in your organization where something needs to get done, and make it happen.  Give your “A” card away
  • 23. Your CEO will only care about Business Results.
  • 24. “HR discovers things about our business through the lens of talent…that is a competitive advantage. John Baudreau USC’s Center for Effective Organizations