From HR Leader to Business Leader:

From HR Leader to Business Leader �7 Strategies�

To Achieve Maximum Impact �In Your Organization�

#SHRM12   #HRBL  

1984  

PERSONNEL

1� Workforce Planning�2� Attract & Recruit �3� Retain Key Employees�

6� Create a Great Place to Work �

4� Develop Future Leaders�5� Improve Engagement �

7� Communicate Like an Executive�

The World Is Changing�

Of HR �

“The business context required to succeed has raised the bar on HR professionals. �

HR professionals who would have succeeded 30, 20, or even 10 years ago would not be as likely to succeed today.” �

SOURCE: Human Resource Competencies – Rising To Meet Business Challenges, 2012 �

are you ready?�

WORKFORCE PLANNING �

1�

Workforce planning is the process that provides strategic direction to talent management activities to ensure an organization has the right people in the right place at the right time and at the right price to execute its business strategy. �

The Newman Group – A Futurestep Company�

SOURCE: SHRM-AARP Strategic Workforce Planning 2012 �

Has your organization performed a workforce planning analysis to...�

Identify Workforce Needs�

Identify Potential Skills Gaps�

Analyze Effects of Age 50+ Workers Leaving�

challenge�

action�

•  Identify shortages of qualified talent to fill critical roles  

•  Identify skills gaps in the workforce  

•  Determine Build, Buy or Borrow  

•  Identify critical roles & talent within the organization  

21  

24  

24  

29  

31  

43  

Service/Delivery/Quality  standards  fell  

Couldn't  achieve  growth  forecasts  

Cancelled/delayed  key  strategic  iniGaGve  

Unble  to  pursue  market  opportunity  

Weren't  able  to  innovate  effecGvely  

Talent-­‐related  expenses  increased  unexpectedly  

How Have Talent Constraints Impacted Growth & Profitability? �

SOURCE: PwC 15th Annual Global CEO Survey 2012 �

business impact �

ATTRACT & RECRUIT�

2�

the war for talent...�

Fachkräftemangel �

SOURCE: Manpower 2012 Talent Shortage Survey (May 2011) �

challenge�

1997 sources of hire�newspaper ads � 28.7%�employee referrals� 19.7%�agency (contingent) � 10.4%�contract recruiters� 8.7%�job fairs � 8.3%�other advertising� 5.0%�image advertising � 4.6%�trade journals � 4.2%�college� 2.9%�resume services� 2.9%�agency (retained) � 2.1%�internet � 2.1%�radio� 1.5%�

2011 sources of hire �referrals � 28.0%�job boards � 20.1%�career site� 9.8%�recruiter initiated� 9.1%�college� 6.6%�re-hires� 4.3%�social media� 3.5%�3rd party� 2.8%�print � 2.2%�temp/contract-to-hire� 2.1%�career fairs� 1.9%�walk-ins � 0.8%�other � 8.8%�

SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence�

action�

SOURCE: IBM CEO Study - 2012 �

Critical Traits for An Employee’s Future Success�

action�

SOURCE: UNIVERSUM Employer Branding Insights 2011 �

of companies have lost business because they didn’t have the right people�

51% �business impact �

RETAIN KEY EMPLOYEES�

3�

“The ultimate throttle on growth is not markets, technology or competition. It’s one thing above all others: the ability to get and keep enough of the right people.” �

  Jim Collins – Good To Great �

SOURCE Deloitte Talent Edge 2020 ( April 2011) �

currently seeking new employment �

65% �

challenge�

SOURCE Deloitte Talent Edge 2020 (April 2011) �

would stay with their current company for the prospect of job advancement or promotion    

51% �

action�

SOURCE: Employer Benefit Trends – Met Life April 2012 �

action�

I am very satisfied with my job�

I have no plans to leave my current employer in 2012 �

Satisfied �with Benefits�

Very dissatisfied �with Benefits�

70%� 23%�59%� 38%�

of salary (typical cost to replace an employee)  

25% - 300% �business impact �

DEVELOP FUTURE LEADERS�4�

“People often describe certain individuals as ‘natural-born leaders’, but the truth is that business leaders are made, not born - shaped through the assignments they receive and the experiences they have.” �

�

fast company magazine - january 2012 �

SOURCE DDI Research �

of organizations don’t have a formal process to identify & grow the talent that they need  

65% �

challenge�

identify future leaders�

action�

leadership  development  program  

job  assignments  

special  projects  

team  work  

mentors  

coaches  

customized  learning  

action�

Of corporate leaders highly concerned about retaining critical talent  

70% �

Of corporate leaders highly concerned about retaining high potential employees  

66% �

business impact �

IMPROVE ENGAGEMENT�

5�

“The single highest driver of engagement is whether or not workers feel their managers are genuinely interested in their wellbeing.” �

Towers Watson Global Study�

SOURCE: BlessingWhite_2011_EE_Report.pdf �

challenge�

SOURCE: BlessingWhite_2011_EE_Report.pdf �

“Bad is stronger than good. Getting rid of bad people is probably even more crucial than

bringing in great people.” �                                Bob Sutton – Fast Company Magazine – March 2012 �

action�

76%  

53%  

43%  

25%  19%  

0%  

20%  

40%  

60%  

80%  

progress collaboration instrumental support

interpersonal support

important work

What happens on a great workday?�

SOURCE http://hbr.org/2010/01/the-hbr-list-breakthrough-ideas-for-2010/ar/1 �

action�

employees who were most committed to their organizations gave 57% more effort �

SOURCE: Corporate Executive Board – August 2010 �

and were 87% less likely to resign than employees who consider themselves disengaged�

business impact �

CREATE A GREAT PLACE

TO WORK�6�

“A great place to work is one in which you trust the people you work for, have pride in what you do and enjoy the people you work with.” �

Robert Levering – Great Place To Work® Institute �

SOURCE Deloitte Talent Edge 2020 ( April 2011) �

of employees looking to leave believe their current employer does a poor job of inspiring trust and confidence in corporate leadership  

87% �challenge�

•  Act in alignment with core values�

•  Communicate honestly�

•  Link work to a larger purpose�

action�

“Describe what you enjoy about working here in 3 words” �Ask Employees:�

www.wordle.net �

action�

8%  

business impact �

SOURCE: Russell Investment Group�

COMMUNICATE LIKE AN

EXECUTIVE �7�

“Communication – the human connection – is the key to personal and career success.�

Paul J. Meyer �

make decisions�

learn how to negotiate�

listen �

“There is a great need for talented HR professionals who understand business strategy and are able to use data about talent management to impact organizational effectiveness.” � Forbes – November 2011 �

always bring data�

“It is impossible for high-impact HR professionals to live ‘in HR’ – they must live ‘in the business’.” �

HR

jennifer@unbridledtalent.com�

http://unbridledtalent.com�

http://www.facebook.com/UnbridledTalent �

http://www.linkedin.com/in/jennifermcclure�

http://twitter.com/JenniferMcClure�

thank you!�