Lead the Recovery Webinar with Naomi Bloom

BLO O M & WA LLACE

Preparing To Lead The Recovery

Anyone Can Man The Helm
When The Sea Is Calm!

Presented by:
Naomi Lee Bloom
Managing Partner
BLOOM & WALLACE
13300-56 So. Cleveland Ave. Ste 404
Fort Myers, Florida 33907
(239) 454-7305 phone (239) 454-9187 FAX
naomibloom@mindspring.com
Twitter @InFullBloomUS Blog http://InFullBloom.US

BLO O M & WA LLACE

Thank you to our Sponsor

www.workday.com

E:CLIENTWorkdayHREWebinar11-19-2009.PPT -- 11-16-2009
Copyright© 2009 by Naomi Lee Bloom. 2

BLO O M & WA LLACE

Overview
The Benefits Of Age
The Worst Is Over
This Recession Was Different
HRM Recovery Priorities
HRMDS Recovery Priorities
Final Thoughts
Q&A

BLO O M & WA LLACE

The Benefits of Age
There may be enough $$ left in Social
Security to cover Ron and me.
There may be enough $$ left in the Medicare
fund to cover Ron and me.
I may be given a seat (by Ron) on public
transit (very environmentally chic).
I know that recessions end and winners lead
the recovery.
Let’s prepare to be winners!


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The Worst Is Over
Financial markets are improving.
Home prices/foreclosure rates/inventory are
stable or improving.
Job losses and insecurities are lessening.
Social network jobs-related traffic is up.
Global economy is improving.
Bernie Madoff, BIGGEST “Don’t Bee,” is in jail.
Regulatory overhaul is in process.
No 2nd stimulus/bailout is in sight.

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But This Recession Was Different
We saw the downside of the global economy.
The extent of the bad debt problem is unknown.
Many to most workers are shareholders.
We experienced the triple whammy of financial,
home price and job losses/insecurities.
We “Do Bees” had to bail out the “Don’t Bees.”
We watched government deficit and the long
term debt explode.
Wingnuts now broadcast (yell!) 24/7 the end of
our democracy/capitalism/freedom/etc.

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Bloom & Wallace:
Took some vacation time last summer to
regain perspective/sense of humor;
Updated our KSAOCs, business and
marketing strategies, adjusting to a new
business environment;
Just launched InFullBloom.US and; and
Supported the recovery of US manufacturing
by ordering a new boat.

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Preparing to Lead The Recovery
Overcome our own job/financial concerns.
Invest in our own KSAOCs.
Invest in our professional networks.
Focus on our current employment, contract,
or job hunt and outperform.
Invest in our personal networks -- family,
friends, and communities.
Invest in our non-work interests -- it’s
amazing how much we learn from them even
as they feed our souls.

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Preparing to Lead The Recovery
Action #1 -- future-proof personal finances
-- spending less than you make is the
new normal.
Action #2 -- future-proof our good health
and fitness -- no point in #1 if you’re not
able to enjoy life.
Action #3 -- future-proof our careers -- the
right KSAOCs, including great work
habits, are key to your future success.

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Study the business and listen to our
customers -- what do they need to seize the
recovery opportunities? To manage their
workforce in uncertain times?
Retain/engage/reward/develop/support/etc.
the KSAOCs and people who drive business
outcomes.
Deploy organizational KSAOCs, total comp
spending, and HRM work to their most
valuable, business outcome-driving uses.


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If headcount/labor cost reductions are still
needed, minimize their impact on:
key roles (re: lost productivity);
key people (re: lost KSAOCs and bench
strength);
aggregate KSAOCs (re: lost capability to
grow, seize opportunities); and
organizational/cultural capabilities (re: lost
productivity, engagement, etc.).

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Build decision-making under uncertainty, risk
management and ROI thinking into every HRM
practice/plan/program design and into all HRM
decision-making.
Stop doing low value HRM work -- focus on
what matters, reduce demands of what doesn’t.
Assess and mitigate costs/risks -- match
mitigation, including compliance, investments to
the most important/likely scenarios, especially
those of regulatory activism and managing the
workforce in uncertain times.

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Invigorate the organizational culture.
Clear the cultural, organizational, political,
behavioral, program design, KSAOC and any
other barriers to achieving HRM and business
outcomes -- and you must take risks to do
this since every barrier has a champion.
Celebrate the positive -- new
partners, sales, products, people,
media attention, and outcomes.


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Action #4 -- not all roles/workers are
created equal, so focus limited (HRM)
resources on those roles/people that
drive business outcomes -- take the
CEO perspective.
Action #5 -- not all HRM policies,
programs, practices and work products
are equally valuable -- clear the
underbrush of those which don’t drive
business outcomes.

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Study the business and listen to our
customers -- what do they need to seize the
recovery opportunities?
Use those needed business outcomes and
HRM capabilities to plan for and make
strategic decisions about the future state of
our HRMDS -- platform(s), user experience,
operating model, governance, and the real
business outcomes-based business case for
any needed investments.

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Use the “great recession” and “new normal”
as the burning platform to make real progress
on the integrated processes, analytical and
data design foundations of talent
management.
Upgrade our system-of-record (SOR) for
lower cost, agility, regulatory activism, talent
management data foundations, actionable
analytics, intelligent self service, social
capabilities, and much more.

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Use the “great recession” and “new normal” as
the burning platform to:
 Reduce the number/complexity of the HRMDS’
moving parts, vendors, and work products;
 Standardize where variations can’t be justified;
 Move past regulation/custom as an excuse;
 Outsource processes and work products where we
can get a great combination of cost/risk/results;
 Assess/mitigate HRMDS risks, including the risks of
very “personal” HRMDS components;
 Seize HRMDS opportunities, to include automating
quickly and on the “cheap;” and
 Stop doing low value HRMDS work.

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Action #6 -- make sure we have frequent
backup data from all SaaS/ITO/BPO
vendors and that we know how to use it.
Action #7 -- make sure we have
documentation (embedded is best) and
cross-training for key HRM/HRMDS
components, especially for those that
are “home-grown” and/or very
“personal” -- and that we’re not
overpaying for those components.

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Action #8 -- make sure we have a
business outcomes-driven HRMDS
strategy, action plan, business case and
needed KSAOCS.
Action #9 -- make sure we have a “hit list”
of high impact (not just low cost)
HRMDS improvements -- and get them
done ASAP.


BLO O M & WA LLACE

Final Thoughts
Take care of ourselves first so that we’re able
to lead in the recovery -- just like in the FAA’s
oxygen mask rules.
Necessity really is the mother of invention --
this principle guides every successful
business, individual and team, in good times
and bad.*
KSAOCs matter, for us and for our
organizations. * A principle introduced by Plato in
the dialogue Republic.


BLO O M & WA LLACE

Final Thoughts
I’m repeating myself for emphasis: enhance
talent data and process foundations, push
HRM data/process standardization and
rationalization, make self service the only
service, and get your system of record in
order.
Turn off the wingnuts -- civilization as we
know it is not coming to an end except in the
minds of some talk show hosts.
Don’t miss the recovery -- it’s happening even
as we speak.

BLO O M & WA LLACE

Final Thoughts -- Without The Singing!
The sun'll come out Tomorrow Bet your bottom
dollar That tomorrow There'll be sun! Just
thinkin' about Tomorrow Clears away the
cobwebs, And the sorrow 'Til there's none!
When I'm stuck a day That's gray, And lonely,
I just stick out my chin And Grin, And Say, Oh
The sun'll come out Tomorrow So ya gotta
hang on 'Til tomorrow Come what may
Tomorrow! Tomorrow! I love ya Tomorrow!
You're always A day A way!
Music by Charles Strouse
Lyrics by Martin Charnin


BLO O M & WA LLACE

Q&A

BLO O M & WA LLACE

Thank
You

BLO O M & WA LLACE

Visit www.workday.com/events.php:
Upcoming Webinars:

December 2 - Workday and InformationWeek Webcast: The Future of Software

Featuring:
Aneel Bhusri, Co-Founder & President, Workday
Ray Wang, Partner, Altimeter Group
David Smoley, Senior Vice President and Chief Information Officer, Flextronics International

December 8 - Predict and Prepare Webinar: Is Your HR Solution Ready for 2010?

Featuring:
Jason Averbook, CEO Knowledge Infusion
Naomi Bloom, Managing Partner, Bloom & Wallace
Ray Wang, Partner, Altimeter Group


Lead the Recovery Webinar with Naomi Bloom

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