1. introducing
Winning the War for
Talent

2. What are your major talent concerns?
Poll
Developing
leaders &
succession
planning
Retaining
employees at
all levels
Managing &
delivering
training
programs
Creating career
paths &
challenging job
opportunities
Sustaining
employee
engagement/
morale

3. MajorTalentConcerns
Source: Deloitte, “Talent Edge 2020: Blueprints for the new normal”
32
33
34
35
36
37
38

4. Agenda
Causes for the war for talent
Benchmarking passion in the
workplace
Steps to increase employees’
passion
Low cost techniques
Other resources

5. Demand vs Supply
Trends

6. Demand vs Supply
Global trends
Shift in cultural diversity
Shift in age & population
Demand for knowledge workers

7. GlobalPopulationTrends
Rank Country 2011 Country 2030
1 China 1,336,718,015 India 1,460,743,172
2 India 1,189,172,906 China 1,391,490,898
3 US 311,050,977 US 365,683,198
4 Indonesia 245,613,043 Indonesia 288,678,451
5 Brazil 203,429,773 Nigeria 263,625,805
6 Pakistan 187,342,721 Pakistan 242,861,643
7 Nigeria 165,822,569 Brazil 240,172,633
8 Bangladesh 158,570,535 Bangladesh 211,287,894
9 Russia 138,739,892 Ethiopia 162,490,305
10 Japan 127,469,543 Philippines 138,332,519

8. U.S. Population Trends
0
10
20
30
40
50
60
70
80
White, not HispanicBlack
American Indian, Eskimo, & AleutAsian & Pacific Islander
Hispanic origin (of any race)
Percent of the Population by Race and Hispanic Origin:
1990, 2000, 2025, and 2050
1990
2000
2025
2050
Source: U.S. Census Bureau, Population Division

9. Generations in the Workplace
(in millions)
Traditionalists (<1946)
Baby Boomers (1946-1964)
Gen X (1965-1979)
Gen Y or Millenials (1980-2000)
0
20
40
60
80
1 77
55
80

10. Not enough talent available
Aging population will exacerbate problem.
Increased diversity of cultures and ages
Workforce Trend
Review

11. Attract &
Retain
Motivate &
Develop
Evaluate
Deploy &
Manage
Systems &
Tools
Sustainable
Change
Talent Management Strategy Cycle

12. Talent Assessment
Be proactive

13. Review Strategic Plan with Talent Needs
Assess Key Employees
Identify Talent Gaps
Quarterly Review
Ongoing Talent Assessment

14. Talent Worksheet
Strategic Initiatives
(next 18 months)
Person
Accountable
Development
Needs
Responsibility
Shift
To
Whom
Implement new CRM
system by 12/31/12
Southeast Sales Mgr,
Tim S.
Software
evaluation
Training for new
sales reps
Unknown at this time,
new position?

15. » Determine gaps in talent and hire ahead of
needs.
» Develop talent within organization through
stretch assignments, formal
training, coaching, & mentoring.
Key Ideas

16. What are your thoughts and questions?
Talent Assessment

17. What makes your
company special to
its employees?
How do your
employees describe
the company to their
friends?
Poll

18. which is your employee?

19. Passion vs Engagement
What is the difference?

20. Passion vs Engagement
Engagement is an emotional commitment or
involvement
Emotions impact our behavior
Passion is a strong liking or desire for or devotion
to some activity

21. Measuring your Retention Potential
employer brand surveys
employee surveys

22. How often do you survey your employees?
Poll
More than
once a year
Annually Bi-annually
Randomly Never

23. Internal low cost
External higher cost, industry benchmarking, research validation-
questions work at all employment levels, reporting capabilities

24. Leadership Strategic Plan
Communications Work Environment
Training
Current Position Fit Career Development
RecognitionValues and Purpose
Relationship with Manager
Survey Components

25. Survey Rollout
pick a good time
3 months prior introduce survey
1 month prior give preview
give them 2 weeks to complete
send email reminders

26. Best Companies Group
www.bestcompaniesgroup.com
WorldBlu
www.worldblu.com
Quantum Workplace
www.quantumworkplace.com
Great Place to Work
www.greatplacetowork.com
Survey Share
www.surveyshare.com
CreateSurvey
www.createsurvey.com
Survey Resources

27. What are your thoughts and questions?
Survey Process

28. Improvement
Creating your Plan

29. Creating your Plan
low hanging fruit
Implications for diversified workforce
Communicate results and improvement plan
to employees
Share on-going progress

30. Sample Improvement Plan
Improvement Areas Score Improvement Steps Who
Due
Date
Target
Goal Cost
1 LEADERSHIP 78 CEO 82
1.1 UNDERSTAND COMPANY
VISION
Company Meeting to tell the vision
"story" CEO 11/30/2011 none
Develop and deliver "vision" training
to all managers TRAINING 1/15/2012 low cost
Create "vision" video MARKETING 6/1/2012 costly
2 RECOGNITION 79 TRAINING 82
2.1 MY MANAGER RECOGNIZES
MY GOOD WORK IN A TIMELY
MANNER
Identify managers who need to be
trained in this area TRAINING 12/30/2011 no cost
Train managers on techniques for
recognition TRAINING 2/28/2012
low-mid
cost
Integrate recognition into
management performance reviews HR 1/1/2012 no cost
3 WORK ENVIRONMENT 76 HR 80
3.1 IRREGULAR TEMPERATURE Order Fleece Jackets w/logo PURCHASING 12/20/2011 low cost

31. What are your top obstacles to managing talent?
Poll
Sr. Mgrs. don’t
spend enough
high-quality
time on TM
Org. is “siloed”;
doesn’t
encourage
sharing &
collaboration
Line mgrs. Not
committed to
developing
people
Line mgrs.
unwilling to
differentiate
(top, avg., underp
erformers)
Sr. Leaders not
sufficiently
involved in TM
strategy

32. GlobalPopulationTrends

33. Implement On-going Talent Assessment
Annual Engagement Survey
Plan & Execute Engagement Improvements
Remember and Prepare for Obstacles
What are my action items?

34. www.perfectlaborstorm.com
www.employeeengagement.ning
Drive - Daniel Pink
The Dream Manager - Matthew Kelly
Love ‘Em or Lose ‘Em - Kaye & Jordan-Evans
Techniques for Increasing Employee Passion*
Employee Engagement Improvement Plan*
Generational Preferences Overview*
*Resources available via email request:
beth.miller@executive-velocity.com
Talent War Resources

35. Beth Miller
beth.miller@executive-velocity.com
404.451.3726