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THANKS FOR REVIEWING
HTTP://WWW.ORIONSUNTZU.COMHUMAN CAPITAL NAVIGATOR
SPECIALISTS NON ENGAGED
EMERGING STARSTAR PERFORMER
role
perf
orm
an
ce
role satisfactionHIGH
LOW
LOW
“25% of star performing employees planning to leave employer within 12 months” (CEB 2010) and “65% concerned about retaining critical skills & top performing employees; 52% concerned about skilled talent strategies” (Towers & Watson 2010)
“25% of star performing employees planning to leave employer within 12 months” (CEB 2010) and “65% concerned about retaining critical skills & top performing employees; 52% concerned about skilled talent strategies” (Towers & Watson 2010)
“Engaged workers deliver business result gains of as much as 240%” and
“Employee disengagement in US costs at least $450bn and £52bn to the UK
economy” (Gallup 2013)
“Engaged workers deliver business result gains of as much as 240%” and
“Employee disengagement in US costs at least $450bn and £52bn to the UK
economy” (Gallup 2013)
“Knowledge & skills in UK worth £17trillion equivalent to 2.5 times value of tangible assets including buildings, vehicles, plant & machinery” and
“1% growth in human capital stock worth £2.5trillion” (ONS 2010)
“Knowledge & skills in UK worth £17trillion equivalent to 2.5 times value of tangible assets including buildings, vehicles, plant & machinery” and
“1% growth in human capital stock worth £2.5trillion” (ONS 2010)
“38% more profit through standardised
global HCM processes” CedarCrestone
“93% of US firms don’t have a concrete talent management strategy”
(Bersin & Associates 2010 – Deloitte)
“38% more profit through standardised
global HCM processes” CedarCrestone
“93% of US firms don’t have a concrete talent management strategy”
(Bersin & Associates 2010 – Deloitte)
managing
assets and
value from
ground up
where 2 parties are
involved there are
4=22 possible
relationship outcomes
at any time
And these shape our human capital
navigatorwin-winwin-loselose-winlose-lose
HIGH
LOW
LOW
role
perf
orm
an
ce
role satisfaction
employer
HIGH
LOW
LOW
role
perf
orm
an
ce
role satisfaction
employer
goal
HIGH
LOW
LOW
role
perf
orm
an
ce
role satisfaction
“Iconic and systemic in description. A win-win goal orientated model with relationship navigation”
employer
goal
