How does an organization define talent and what differentiates them according to the roles they play

1. THE BUSINESS IMPERATIVE
every HR professional must face –
Talent Development
PRESENTED BY: NICOLE MARTIN
November 18, 2013

2. The Business Imperative
"We have no patent
on anything we do
and anything we do
can be copied by
anyone else. But you
can't copy the heart
and the soul and
the conscience of
the company.“
Howard Shultz, CEO
Starbucks

3. The Talent is Winning
 By 2018 Boomers will make up 23.9% of the workforce and
there are fewer Gen X, Gen Y and Millennials to take their
places.
 Executive Survey– 1 in 5 (21%) – believe that their HR
programs are “world class” in some areas, far more
executives express concern with talent programs. More than
1 in 3 (37%) of executives surveyed say their HR and talent
programs require “significant” (23%) or even “radical” (14%)
improvements.
 More than half of employers (52%) believe that competition
for talent is becoming more and more competitive compared
with 20% in 2009.
 And, yes the people still change jobs due to the relationship
with their manager.

4. “I can be myself at work!”
Workplace flexibility initiatives excel when they are designed
to bring people together vs. highlight differences.

5. Culture Eats Strategy for Breakfast

6. HR Strategic Imperative
 HR Value Proposition
 What can a business accomplish without human
capital?
 What is talent to your organization?
 Do you make or buy your talent?
 What competencies drive revenue?

7. Core Ideology
It all must start with a Fundamental Purpose

8. Effective Management
Clarify
Develop
Drive
Align
Manage
Allow
Business Strategy meets Talent Strategy

9. Where is the Talent Pipeline?
Commitment to
Adapt, Change
and Innovate

10. Talent Scouting
The Right
people – not
the Best
People but
the Best
People for
Us!

11. Managers of Choice in Mind
Talent Scouting
Adaptive
Relationship
Management
Trust Building
Skill Building
Ambassador Building

12. As a Leader…

13. Trust Building

14. Developing Assets

15. Quantify the Dividends

16. As a Leader…
Your brand is what your employees experience.
Embrace the will to create Brand Ambassadors.
Hire and Train with Managers of Choice
Commit to Accountability & Drive Analytics
Bring Everyone on the Journey…Envision the Talent Resources

17. Organizational Branding
Your Employee Value
Proposition (EVP) is
as important if not
more so then your
Unique Selling
Proposition (UVP).
Is every employee a
positive representation
of your brand?

18. Drive it or Support it?

19. Nicole Martin, MS, SPHR
Executive Director | HRBoost, LLC.™
306 Peterson Road, Libertyville, IL 60048
847.736.5085 |www.hrboost.com
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