Talent Management American Baking Association Presentation

Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 12/14/2013

Talent Management WorkshopABA HR and Labor Conference

February 18, 2013David Brookmire, President

Corporate Performance Strategies

Agenda

• Objectives• Business case for Talent Management• Critical success factors• HR Systems• Panel Discussion• Wrap-up


Objectives

• Increase your understanding of how to build aneffective Talent Management strategy

• Gain a better understanding of HR’s role whenimplementing an effective Talent Managementstrategy

• Develop or refine your Talent Management strategy• Learn from your peers by sharing best practices


Talent Management Report Card


Top 10 Hardest Jobs to Fill in 2012

• Engineers• Technicians• Sales Representatives• Accounting & Finance Staff• Drivers• Mechanics• Production Operators• Machinist/Machine Operators• IT Staff• LaborersManpower Research, 2012


Talent Management Elements

1. Business Strategy Development2. Current and Future Leadership Needs3. Critical Roles4. Leadership Development Strategy5. Talent Acquisition Strategy6. HR Systems Design7. Measuring Success


Talent Management Elements

1. Business Strategy Linkage2. Current and Future Leadership Needs3. Critical Roles4. Leadership Development Strategy5. Talent Acquisition Strategy6. HR Systems Design7. Measuring Success



Business Strategy ImplicationsFor Talent Management

Pre-Work Questions

• What are the key aspects of your company’s strategy thatimpact human capital?

• What are the critical success factors (drivers of success) toimplement the strategy (See explanation below)?

• What is the role of human capital in implementing thestrategy? What do leaders and employees need to possessand do to ensure success?

• What are the top 3-4 gaps with respect to human capitalthat may prevent the company from being successful in thenext 3-5 years?


Vision

Become the #1Brand aroundthe globe for

specialtyproducts.

StrategyImprove brandrecognition and

execution.

Look for acquisitionsin areas to help

diversify ourproducts.

Implementcontinuous

improvement in ourmanufacturing

facilities.

Upgrade our talentand build sufficient

bench strength.

Eliminate our long-term debt

requirements.

Invest in theinfrastructure tosupport planned

growth.

LeadershipStrategy

Leaders need todevelop M&A core

competencies

Must create a cultureof continuousimprovement

Accelerate theacquisition and

development of talentfor key roles

Greater collaborationamong leaders to

bring new initiatives tomarket faster

Need culture changeto innovative vs. risk

averse.

HR Initiatives

Linking HR with the Business

StrategicSuccession

plans,integrated

talentprograms

TacticalWorkforce planningand restructuring,

performance management,training

FoundationIntroduce new technology platform, USpolicies on talent movement, hire CLO

102/14/2013 Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.


Current and Future Needs

Current and Future Needs

12

LeadershipStrategy

Quantity ofLeadersNeeded

QualitiesDesired inSelection

CompetenciesNeeded to

Implement theBusiness Strategy

and Create theDesired Culture

CollectiveLeadershipCapabilities

DesiredLeadership

Culture

2/14/2013 Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.

Competency Example

Accountability

• Defines objectives and strategies to meetcustomer requirements and organizationalgoals and objectives.

• Manages performance to achieve expectedresults.

• Keeps informed of performance through face-to-face meetings, written communications,analytical reports, and performancemeasures.

• Keeps supervisor informed of progress,issues, and potential problems.

• Maintains a cost/effective balance of controlsand risk-taking to ensure effective andefficient operation within budget.

• Identifies and addresses areas of weaknessthat may affect organizational performance.

• Takes full responsibility for results.

13Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.2/14/2013

Peer Discussion

• What do you want toshare to get feedback andsuggestions?

• What do you want to learnmore about?

• What are your keytakeaways from thediscussion?


Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved. 15

HR Systems Design

2/14/2013

HR Systems Design

16

Competencies

Selection

Appraisal

CompensationTraining

SuccessionPlanning

Copyright © 2013 Corporate Performance Strategies, Inc. All rights reserved.2/14/2013

Peer Discussion

• What do you want to share to get feedback andsuggestions?

• What do you want to learn more about?

• What are your key takeaways from the discussion?


Wrap-up

• Let you experience thekey elements fordeveloping a talentmanagement strategy

• Opportunity to shareand learn with yourpeers

• Keep up the networkingafter the session



Panel Discussion

Please provide feedback, suggestions, and questions.

Dave Brookmire, Ph.D.404-593-5001

[email protected]


Talent Management American Baking Association Presentation

Business

performance management

talent acquisition strategy

organizational performance

performance measures

success copyright

leadership strategy

development of talent

talent management elements