The document outlines an agenda for a talent management workshop. The agenda includes discussing the business case for talent management, critical success factors, HR systems, a panel discussion, and wrap-up. It also provides information on current and future leadership needs, competencies, HR systems design, and wrapping up the workshop by sharing experiences and networking. The goal is to help participants build effective talent management strategies and learn best practices from their peers.

1. Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 12/14/2013
Talent Management Workshop
ABA HR and Labor Conference
February 18, 2013
David Brookmire, President
Corporate Performance Strategies

2. Agenda
• Objectives
• Business case for Talent Management
• Critical success factors
• HR Systems
• Panel Discussion
• Wrap-up
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 22/14/2013

3. Objectives
• Increase your understanding of how to build an
effective Talent Management strategy
• Gain a better understanding of HR’s role when
implementing an effective Talent Management
strategy
• Develop or refine your Talent Management strategy
• Learn from your peers by sharing best practices
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 32/14/2013

4. Talent Management Report Card
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 42/14/2013

5. Top 10 Hardest Jobs to Fill in 2012
• Engineers
• Technicians
• Sales Representatives
• Accounting & Finance Staff
• Drivers
• Mechanics
• Production Operators
• Machinist/Machine Operators
• IT Staff
• Laborers
Manpower Research, 2012
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 52/14/2013

6. Talent Management Elements
1. Business Strategy Development
2. Current and Future Leadership Needs
3. Critical Roles
4. Leadership Development Strategy
5. Talent Acquisition Strategy
6. HR Systems Design
7. Measuring Success
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 62/14/2013

7. Talent Management Elements
1. Business Strategy Linkage
2. Current and Future Leadership Needs
3. Critical Roles
4. Leadership Development Strategy
5. Talent Acquisition Strategy
6. HR Systems Design
7. Measuring Success
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 72/14/2013

8. Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 82/14/2013
Business Strategy Implications
For Talent Management

9. Pre-Work Questions
• What are the key aspects of your company’s strategy that
impact human capital?
• What are the critical success factors (drivers of success) to
implement the strategy (See explanation below)?
• What is the role of human capital in implementing the
strategy? What do leaders and employees need to possess
and do to ensure success?
• What are the top 3-4 gaps with respect to human capital
that may prevent the company from being successful in the
next 3-5 years?
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 92/14/2013

10. Vision
Become the #1
Brand around
the globe for
specialty
products.
Strategy
Improve brand
recognition and
execution.
Look for acquisitions
in areas to help
diversify our
products.
Implement
continuous
improvement in our
manufacturing
facilities.
Upgrade our talent
and build sufficient
bench strength.
Eliminate our long-
term debt
requirements.
Invest in the
infrastructure to
support planned
growth.
Leadership
Strategy
Leaders need to
develop M&A core
competencies
Must create a culture
of continuous
improvement
Accelerate the
acquisition and
development of talent
for key roles
Greater collaboration
among leaders to
bring new initiatives to
market faster
Need culture change
to innovative vs. risk
averse.
HR Initiatives
Linking HR with the Business
Strategic
Succession
plans,
integrated
talent
programs
Tactical
Workforce planning
and restructuring,
performance management,
training
Foundation
Introduce new technology platform, US
policies on talent movement, hire CLO
102/14/2013 Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.

11. Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 112/14/2013
Current and Future Needs

12. Current and Future Needs
12
Leadership
Strategy
Quantity of
Leaders
Needed
Qualities
Desired in
Selection
Competencies
Needed to
Implement the
Business Strategy
and Create the
Desired Culture
Collective
Leadership
Capabilities
Desired
Leadership
Culture
2/14/2013 Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.

13. Competency Example
Accountability
• Defines objectives and strategies to meet
customer requirements and organizational
goals and objectives.
• Manages performance to achieve expected
results.
• Keeps informed of performance through face-
to-face meetings, written communications,
analytical reports, and performance
measures.
• Keeps supervisor informed of progress,
issues, and potential problems.
• Maintains a cost/effective balance of controls
and risk-taking to ensure effective and
efficient operation within budget.
• Identifies and addresses areas of weakness
that may affect organizational performance.
• Takes full responsibility for results.
13Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.2/14/2013

14. Peer Discussion
• What do you want to
share to get feedback and
suggestions?
• What do you want to learn
more about?
• What are your key
takeaways from the
discussion?
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 142/14/2013

15. Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 15
HR Systems Design
2/14/2013

16. HR Systems Design
16
Competencies
Selection
Appraisal
CompensationTraining
Succession
Planning
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.2/14/2013

17. Peer Discussion
• What do you want to share to get feedback and
suggestions?
• What do you want to learn more about?
• What are your key takeaways from the discussion?
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 172/14/2013

18. Wrap-up
• Let you experience the
key elements for
developing a talent
management strategy
• Opportunity to share
and learn with your
peers
• Keep up the networking
after the session
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 182/14/2013

19. Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 192/14/2013
Panel Discussion

20. Please provide feedback, suggestions, and questions.
Dave Brookmire, Ph.D.
404-593-5001
dbrookmire@cpstrat.com
Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 202/14/2013