2. Some Norms
• We will ask you questions regarding CHALLENGES
AND TRENDS
• We will share AUDIENCE TRENDS
• General Q & A at the end of the session.
3. About the Presenters:
Siuberto Socarrás, M.S., SPHR
Siuberto Socarrás is experienced in customizing workplace solutions in the areas of
Talent Management, HR, and Organizational Development. He has worked for
multinational organizations, worked as an executive committee member, held
director positions in HR, OD, and Training and built a consulting practice.
Siuberto has worked with clients on workforce and succession planning, learning,
employee engagement and relations, eliminating team conflict, and talent
acquisition initiatives. He has a Master of Science in Industrial and Organizational
Psychology, and several certifications including an SPHR, a Lean Six-Sigma Green
Belt, and an OD Consultant Certification.
Siuberto Socarrás can be reached at: (954) 232-1681
email: SocarrasHR@gmail.com
www.instituteod.com
4. Agenda
Who
Business Context Driving 2014
Siuberto Socarrás
Future Trends in Talent
Management and Organizational
Development
Siuberto Socarrás
IOD - Offerings & Services
Nancy Zentis
Pat Dammann
Q&A
6. Talent Management
Talent Management is a set of integrated organizational
HR processes designed to attract, develop, motivate,
and retain productive, engaged employees.
What is the purpose of Talent Management?
The goal of talent management is to create a highperformance, sustainable organization that meets its
strategic and operational goals and objectives.
7. Organizational Development
Organization Development is an effort (1) planned, (2)
organization-wide, and (3) managed from the top, to (4)
increase organization effectiveness and health through
(5) planned interventions in the organizations
"processes,” using behavioral-science knowledge.
*source: Richard Beckhard’s 1969 Organization Development: Strategies and Models
What is the purpose of OD?
To identify the current challenges facing the organization,
analyze the gaps, and identify the appropriate actions
needed to effectively implement an intervention.
8. Talent Management and OD
Talent Management applies to the assets and talents of
the larger organization
Both done through the business strategy
Must be driven through all organizational functions
Use strategic OD approaches to align talent
management with enterprise goals
9. What is the Business Context?
Business change
Big Data
Technology
Internal
Mobility
Globalization
Workforce Planning
11. National Trends in Talent
Management
Strategic Long-term Investment in attracting, developing, and
retaining talent
Social Media, Gamification
Rewards and recognition will be used more often
Big Data – more data-driven and faster decision making
12. National Trends in Talent
Management
Demand for a blend of HR Generalist and Specialist experience
E-learning programs for geographically-dispersed talent
Brain-based learning or training is growing
14. Global Trends in Talent Management
http://knowledge.insead.edu/talent-management/theworlds-most-talent-competitive-countries-3006
15. Global Trends in Talent Management
1. (Globally)
Less openness to paying for imported vs.
local talent
2. (Middle East)
Demand for good communicators and
creative thinkers
Leadership Development Programs for
both Managerial and Young Talent
3. (India)
Nurture and develop talent in ways that
breed loyalty and provide incentives
16. Seven Global Trends in Talent Management
4. (China)
Adapt management models that
empower and enable development
5. (Africa)
Developing local talent while attracting
skilled diaspora professionals
6. (Latin America)
L&D must be attractive to retain different
cultures, generations, experience
levels, and a new form of retention –
geographical retention
18. Five Trends in Certification Programs
A way to a job or promotion or to hang on to current position.
Provide organizational certification to their employees.
Opportunities to work with clients increasingly dependent on
certification, expertise, and other factors.
They serve as preparation for advanced graduate degrees
19. Researching Talent Management Solutions:
Trends to Consider
Consolidation
Software as a Service
Can it Build the Value of the Talent Pool?
Social media integration
Integrated suites offer choices
Records being moved to the cloud
20. OD Future Trends
Demand for OD skills remains high
Building a coaching culture from the ground up and business
unit managers functioning as learning agents
Continued interest in EQ (emotional intelligence)
Assessments and KPIs (Key Performance Indicators)
Increased emphasis on organization-wide virtual learning
solutions
21. OD Future Trends
Success will be driven by business processes and not just
employee development goals
Flattening of organizations; Reengineering vs. continuous
improvement
Emphasize the development of broad skill sets including
systems thinking
Think globally
23. 2014 Offerings
Institute of Organization Development
Certification Programs
Consulting Services
Organizational Development
Talent Management
Training
Executive Coaching
Human Resources
2014 Live Online Seminar Series
24. Talent Management Series
4th Thursday of the Month
JANUARY KICKOFF: Creating Workforce Planning Strategy
Planned Topics
Creating Your Value Proposition
Creating Effective Organizational Structures
Onboarding
Behavioral Interviewing
Succession Planning Conversations with Employees
Process for Developing Successors
Developing Competency Models
Leadership Assessment Tools
Who are your High Potentials
Becoming an HR Business Partner
25. CREATING A WORKFORCE PLANNING STRATEGY
January 23, 2014
What you get!
KEY
COMPONENTS
HOW TO
CREATE THE
BUSINESS CASE
TOOLS
WORKFORCE
PLANNING
STRATEGY
DATA
GATHERING
TECHNIQUES
HOW TO LINK
TO STRATEGIC
PLAN
BEST PRACTICES
26. Live Online Seminar Series
Launch!
Topic: CREATING A WORKFORCE PLANNING STRATEGY
Date:
Time:
Thursday, January 23, 2014
11:00 to 12:30 p.m. (EST)
Register at: www.instituteod.org
27. Talent Management Series
Potential Topics
Creating Your Value Proposition
Creating Effective Organizational Structures
Onboarding
Behavioral Interviewing
Succession Planning Conversations with Employees
Process for Developing Successors
Creating a Talent Pipeline
Developing Competency Models
Leadership Assessment Tools
Who are your High Potentials
Becoming an HR Business Partner
29. 2014 Certification Programs
Institute of Organization Development
Organization Development (ODCP)
Talent Management (TMCP)
OD Process Consulting (ODPC)
Executive Coaching (ECCP)
Leadership Development (LDCP)
Organization Development Consultant
(ODCC)
30. ODCC Certification
To be held May 21st through 23rd, 2014 in Fort Lauderdale, Florida
This program is for those participants who’ve completed the
ODCP Program and would like to advance to the OD Consultant
Certification level.
This 3 day event will provide you with an opportunity to
demonstrate your OD Consulting Skills in a variety of assessment
activities. You will also present a case study of your own
To register, www.instituteod.com or email us at
info@instituteod.com.
31. 32
To Register:
For more information regarding our Certification
Programs and Webinars, please visit our website –
www.instituteod.com.
To request a brochure or registration form, email us at
Info@instituteod.com
Programs are offered online through Go to Training and
Go to Webinar.
34. For more information about our
consulting services and
certification programs, contact us:
www.instituteod.com
Nancy Zentis: nancy.zentis@instituteod.com
Pat Dammann: pmdammann@aol.com
Siuberto Socarrás: SocarrasHR@gmail.com
