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Maximize the Returns on Your People Investments- With a rocky economy, emerging industries on the rise, four generations in the workforce, Sr. level leaders on the verge of retirement or redeployment and a sea of talent management issues knocking at your doors, it is time to start thinking about how our company will maximize it’s return on your human capital investment. The Society of Human Resource Management reports that 6 of the top 10 Workplace Trends are directly related to talent acquisition, selection & retention. The number 1 trend to most likely have a major impact on the workplace is workforce retention, and the most critical HR function effecting business strategy is Staffing/Employment and Recruiting. Companies who need a competitive advantage are focusing on their people, how to do more with less, how to keep the best talent, how to avoid and prevent burnout and stagnation. The KeenHire™ Talent Strategy 3.0 empowers employers to take a new look at their human resource processes and their approach to hiring, on-boarding and retention. Join us for this provocative, insightful and fun program that delves into the corporate strategic talent management issues and highlights innovative and practical solutions to solve them.
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Maximize Your People ROIMaximize Your People ROI
Developed by KeenHire, Inc.
What’s so with the US Workforce?What’s so with the US Workforce?
• The Mood
• Changing Demographics
• Economic Turmoil
• ROPI
• A Shift in mindset
Demographic TrendsDemographic Trends
• 15.1% Fewer People in Gen X
• Older Workers will want and need to Keep Working
• The Millennial's will Challenge Employers as No Other Generation Ever Has
3E+06
3E+06
4E+06
4E+06
5E+06
5E+06
6E+06
4 5 6 7 8 9 10 11 12 13
5020
35
75
60
49%
70%
65
70
45
30
40 25
1555
1935 1940 1945 1950 1955 1960 1965 1970 1975 1980 1985 1990 1995
The Workforce Age WaveThe Workforce Age Wave The Workforce Age WaveThe Workforce Age Wave 2010Percent Employed by Age
Age of Workforce (Profile of Baby Boomers)
Graph from Impending Crisis Herman, Olivo and Gioia (2003). Source: BLS Research 2001
Fewer WorkersAge 30 - 45
Fewer WorkersAge 30 - 45
14%
24%
5%
Peak Age ofBaby Boomers
Peak Age ofBaby Boomers
Number of People Available to Work
(relative comparison)
% employed by age
year bornFewer Workers
Over Age 60Fewer Workers
Over Age 60
Workplace Workplace PsychologyPsychology
• Warm Chair Attrition
• Corporate Cocooning
• Life/Work navigation
• Corporate Loyalty is Dead!
• Stay Marketable
• 41% of employees are not satisfied with their jobs
• 46% say their workload has increased
• 33% feel they’re at a dead end at their current job
• 78% believe they are coping with “burn out”
• 56% are not glad they chose to work for their current employer
• 63% believes their top management does not display integrity and morality
Harris Interactive PollHarris Interactive Poll
-Harris Interactive: May, 2007-Harris Interactive: CareerBuilder, 2008
• Confidence in organization’s future (mission / vision)
• Promising future for one’s self
• Company supports work / life balance
• Safety is a priority
• Excited about one’s work
• Confidence in company’s senior leaders
• Satisfied with recognition
• CSR efforts increase overall satisfaction
• Satisfied with on-the-job training
• Manager treats employee with respect and dignity
Global Drivers of EngagementGlobal Drivers of Engagement
-HR.com & Kenexa Research Institute
• Walter - World War II
• Barbara - Baby Boomer
• Jennifer - Gen X
• Michael - Millennial
Four Generations in the WorkplaceFour Generations in the Workplace
The Corporate landscapeThe Corporate landscapeAccording to SHRM 2008 Workplace Forecast:
6 of the top 10
Workplace trend are dire
ctly related to
talent acquisition,
Selection &
retention
6 of the top 10
Workplace trend are dire
ctly related to
talent acquisition,
Selection &
retention
#1 trend Corporate InitiativeCorporate Initiative
HR profession has identified that the:
most likely to have a
major strategic impact
on the workplace is
#1
-SHRM 2008 Workplace Forecast Table 19
• Create a winning EVP (Employee Value Proposition) & “Employer” brand
• Build a long term recruiting strategy
• Use job experiences, coaching, & mentoring to cultivate potential in the managerial “bench”
• Strengthen talent pool by investing in A players, developing B players, and acting decisively on C players
Overall Talent Management StrategyOverall Talent Management Strategy
Excerpts from The War for Talent
• Environmental
• Relationship
• Support
• Growth
• Compensation
Five Families of Retention StrategiesFive Families of Retention Strategies
• Value employees
• Allow for meaningful employee contributions & participation
• While not the glue that holds top talent, provide competitive pay & benefits
• Let layoffs be a last resort – cut pay from the top down to demonstrate commitment
• Keep learning & development a priority
• Pay attention to your reputation in the industry
• Workflow should make sense & be efficient
• The Golden Rule rules
• Keep employees in the “know”
• Hire employees who already have values that match the corporate values and who will fit into the corporate culture
””Sum” It UpSum” It Up
-Employee Retention Strategies
EMPLOYERS MUST:
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