3. » Technology: for teaching, learning and
discovery
» US Population: more diversity, aging
among workforce
» Innovation: New approaches as
expectation
» Accountability: need for assessment data
for results-based funding
» Funding: Show return on investment and
all funds budgeting

5. HR Functions shift from:
» Reactive to proactive
» Business process to facilitator/consultant
» Performance management to talent
management
» Transactional to holistic life cycle approach
» Enforcer to problem solver

6. OD shift focus to:
» Continuous improvement models
» Skill inventory/gap analysis
» Data driven approach-better assessment
» Flexible, agile learning programs
» Leadership development throughout the
organization
» Experiential learning/project based application
» Skills focus

7. Organization needs to:
» Agree to support talent management
approach
» Take risks on behalf of organization
» Trust in administration and each other
» Constantly link these programs to
mission/strategic plan
» Celebrate small steps to stay on track

8. Beth’s examples
» Tap excellence of retirees before and after
separation: student coaching
» Assignments for promising talent: NAIFS
» Informal learning: Ya Lah! Arab Students at NAU
- Understanding and Aiding this Group
» Apply skills immediately/often: staff studio
» Effective practices for selection advisory
Committee: two groups per year

9. I skate to where the puck is going
to be, not where it has been.
Read more at
http://www.brainyquote.com/quotes/authors/w/wayne_gretzky.html#4scf8K
Gpk7fDJulp.99
» Cline Library Recruitment Video (Draft)
Beth.Schuck@nau.edu

10. » Refworks Bibliography