From HR Leader to Business Leader: 7 StrategiesTo Achieve Maximum Impact In Your Organization - MEGA session Presentation given by Jennifer McClure - President, Unbridled Talent LLC at the 2012 SHRM Annual Conference in Atlanta, GA

1. From HR Leader to Business Leader
7 Strategies
To Achieve Maximum Impact
In Your Organization
#SHRM12
#HRBL

2. 1984

8. PERSONNEL

9. 1 Workforce Planning
2 Attract & Recruit
3 Retain Key Employees
4 Develop Future Leaders
5 Improve Engagement
6 Create a Great Place to Work
7 Communicate Like an Executive

10. Chang ing
f HR Is
eWor ld O
Th

11. “The business context required to succeed has
raised the bar on HR professionals.
HR professionals who would have succeeded 30,
20, or even 10 years ago would not be as likely
to succeed today.”
SOURCE: Human Resource Competencies – Rising To Meet Business Challenges, 2012

12. are you ready?

13. WORKFORCE
PLANNING
1

14. Workforce planning is the process that provides
strategic direction to talent management
activities to ensure an organization has the right
people in the right place at the right time and at
the right price to execute its business strategy.
The Newman Group – A Futurestep Company

15. challenge
Has your organization performed a workforce planning analysis to...
Identify Workforce Needs
Identify Potential Skills Gaps
Analyze Effects of Age 50+ Workers Leaving
SOURCE: SHRM-AARP Strategic Workforce Planning 2012

16. action
• Identify critical roles & talent within the organization
• Identify shortages of qualified talent to fill critical roles
• Identify skills gaps in the workforce
• Determine Build, Buy or Borrow

17. business impact
How Have Talent Constraints Impacted Growth & Profitability?
Talent-­‐related
expenses
increased
unexpectedly
43
Weren't
able
to
innovate
effecGvely
31
Unble
to
pursue
market
opportunity
29
Cancelled/delayed
key
strategic
iniGaGve
24
Couldn't
achieve
growth
forecasts
24
Service/Delivery/Quality
standards
fell
21
SOURCE: PwC 15th Annual Global CEO Survey 2012

18. ATTRACT
& RECRUIT
2

19. the war for talent...

20. Fachkräftemangel

21. challenge
SOURCE: Manpower 2012 Talent Shortage Survey (May 2011)

22. 1997 sources of hire 2011 sources of hire
action
newspaper ads 28.7% referrals 28.0%
employee referrals 19.7% job boards 20.1%
agency (contingent) 10.4% career site 9.8%
contract recruiters 8.7% recruiter initiated 9.1%
job fairs 8.3% college 6.6%
other advertising 5.0% re-hires 4.3%
image advertising 4.6% social media 3.5%
trade journals 4.2% 3rd party 2.8%
college 2.9% print 2.2%
resume services 2.9% temp/contract-to-hire 2.1%
agency (retained) 2.1% career fairs 1.9%
internet 2.1% walk-ins 0.8%
radio 1.5% other 8.8%
SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence

23. action
Critical Traits for An Employee’s Future Success
SOURCE: IBM CEO Study - 2012

24. business impact
51%
of companies have lost business because they
didn’t have the right people
SOURCE: UNIVERSUM Employer Branding Insights 2011

25. RETAIN KEY
EMPLOYEES
3

26. “The ultimate throttle on growth is
not markets, technology or
competition. It’s one thing above
all others: the ability to get and
keep enough of the right people.”
Jim Collins – Good To Great

27. challenge
65%
currently seeking new employment
SOURCE Deloitte Talent Edge 2020 ( April 2011)

28. action
51%
would stay with their current company for the
prospect of job advancement or promotion
SOURCE Deloitte Talent Edge 2020 (April 2011)

29. action
Satisfied Very dissatisfied
with Benefits with Benefits
I am very satisfied with my job
70% 23%
I have no plans to leave my
current employer in 2012
59% 38%
SOURCE: Employer Benefit Trends – Met Life April 2012

30. business impact
25% - 300%
of salary (typical cost to replace an employee)

31. DEVELOP
FUTURE LEADERS
4

32. “People often describe certain individuals as
‘natural-born leaders’, but the truth is that
business leaders are made, not born - shaped
through the assignments they receive and the
experiences they have.”
fast company magazine - january 2012

33. challenge
65%
of organizations don’t have a formal process to
identify & grow the talent that they need
SOURCE DDI Research

34. action
identify future leaders

35. team
work
action
mentors
job
assignments
leadership
development
program
coaches
special
projects
customized
learning

36. business impact
70%
Of corporate leaders highly concerned about
retaining critical talent
66%
Of corporate leaders highly concerned about
retaining high potential employees

37. IMPROVE
ENGAGEMENT
5

38. “The single highest driver of engagement is
whether or not workers feel their managers
are genuinely interested in their wellbeing.”
Towers Watson Global Study

39. challenge
SOURCE: BlessingWhite_2011_EE_Report.pdf

40. action
“Bad is stronger than good. Getting rid of bad
people is probably even more crucial than
bringing in great people.”
Bob Sutton – Fast Company Magazine – March 2012
SOURCE: BlessingWhite_2011_EE_Report.pdf

41. action
80%
76%
What happens on a great workday?
60%
53%
43%
40%
25%
19%
20%
0%
progress
collaboration
instrumental interpersonal important work
support
support
SOURCE http://hbr.org/2010/01/the-hbr-list-breakthrough-ideas-for-2010/ar/1

42. business impact
employees who were most committed to their
organizations gave 57% more effort
and were 87% less likely to resign than
employees who consider themselves disengaged
SOURCE: Corporate Executive Board – August 2010

43. CREATE A
GREAT PLACE
6 TO WORK

44. “A great place to work is one in which you trust
the people you work for, have pride in what you
do and enjoy the people you work with.”
Robert Levering – Great Place To Work® Institute

45. challenge
87%
of employees looking to leave believe
their current employer does a poor job
of inspiring trust and confidence in
corporate leadership
SOURCE Deloitte Talent Edge 2020 ( April 2011)

46. • Act in alignment with core values
• Communicate honestly
• Link work to a larger purpose
action

47. action
Ask Employees:
“Describe what you enjoy about working here in 3 words”
www.wordle.net

48. business impact
8%
SOURCE: Russell Investment Group

49. COMMUNICATE
LIKE AN
7 EXECUTIVE

50. “Communication – the human
connection – is the key to
personal and career success.
Paul J. Meyer

51. make decisions

52. learn how to negotiate

53. listen

54. always bring data
“There is a great need for talented HR
professionals who understand business
strategy and are able to use data about talent
management to impact organizational
effectiveness.” Forbes – November 2011

56. “It is impossible for high-impact HR professionals
to live ‘in HR’ – they must live ‘in the business’.”

57. HR

58. thank you!
http://unbridledtalent.com
jennifer@unbridledtalent.com
http://www.facebook.com/UnbridledTalent
http://www.linkedin.com/in/jennifermcclure
http://twitter.com/JenniferMcClure