Human Capital Management

Checklist for Success

It’s All About People!

Human Capital Management System

Business Success

Talent Management

Infrastructure

Managing Change Strategic Planning

Human Capital Management Drivers

Business Success

Talent Management

Recruiting/HiringDevelopmentEngagementDiversity/InclusionMentoring

Infrastructure

Policies, ProceduresCompliancePerformance ManagementOrganizational StructureMeasurementManaging Change

TechnologyImplementation ProcessIntegrationCommunication

Strategic Planning

Workforce PlanningResourcesBudgetGrowth/Expansion

1. Using the Checklist tool, Assess how well you and your organization are doing …… ✔

2. Identify and note Golden Opportunities GO

3. Ask questions or make additional comments

Participate with the Panelists

Patricia Duarte, CEO Decision Insight, Inc.

Boston, MA.

Patricia Duarte, CEO Decision Insight, Inc.

CEO/ Founder Decision Insight, Inc. Organization Development, Transition Management

and Executive Search

Talent Management is the critical difference….

…it distinguishes companies and is a leading factor of success or failure

Vision & Mission is inspiring!

Applicant & Employee Engagement

Ignite and Align Skills, Interests and Motivations

Job and Career Development

Talent Management Trends

Omari Head, Senior Manager

American University Systems

Washington, DC

“Organizations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance, quality of products and services, employee engagement, and customer satisfaction."

Source: Great Leadership

• EQ is responsible for 58% of your job performance

• 90 % of top performers have high EQSource: (Schmidt,2012) TalentSmart.com

Source:Deloitte,2013

Cynthia Rocha, CEOL3-Lifelong LegaciesSan Antonio, Texas

Grandma and Grandpa Saucedo

It’s a whole new world…. Demographic shifts

Age-Baby boomers to Millennial

Ethnicity-Global needs

Political landscape –Immigration

Workforce/Workplace/Marketplace

Technology interdependence

Diversity is operating in H3

2008—4 million2013-1 billion

3 Key Trends/12 Areas of FocusDeloitte 2014 Human Capital Trends

Lead and Develop

Attract and Engage

Transform and Reinvent

“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”― Maya Angelou

Donna Stevenson, CEOEarly Morning Software,

Inc. Prism Compliance.com

Baltimore, Maryland

Philosophy/core beliefs on the value of human capital/talent management

“You are what you educate”

College and University coursesProfessional DevelopmentCertifications and Continuing

Education

Why should small and emerging business owners, in particular, pay attention to human capital management/talent management, as a key business strategy?

Cross Train Staff

Personalized Customer Service

Uncover Hidden Talents

What are some of the human capital management/talent management practices that have worked for you or the clients you serve?

Create Thought Leaders … Return on Investment

Increase Degree and Certifications … Higher rates and Pay

New policy, processes, and performance

Mistakes come with learning

Connie Wright, CEOCharles River CFO

Boston, MA

Philosophy

Define Corporate Core Values (CCV) to set the company tone to drive Diversity recruiting and hiring

Align talent with Core Values (CCV)

Develop, mentor and sponsor diverse talent

Value to Small and Emerging

Businesses

• Hire Diverse talent• Build company to mirror

customers• Create diverse Teams• Leverage innovation• Foster awareness and

development• Create a storyline/use it to

market and recruit

“Never accept the belief that

we can’t find diverse talent

Because if you can’t

find them, you are probably not looking

in the right places”

Words of Wisdom

1. Use your assessment tool and your notes to start or continue best practices in Human Capital Management/Talent Management.

2. Continue the Human Capital Management/Talent Management Conversation throughout this conference and beyond.

3. Add the members of this panel to your professional network, and contact us for additional information.

Immediate Next Steps