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RETOOLING YOUR WORKFORCE FOR THE 21ST CENTURY:
DECODING HUMAN CAPITAL TRENDS FOR 2013 AND BEYOND
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Helping Organizations, Individuals & Corporations
Take A Quantum Leap Into The 21st Century Global
Marketplace
PEOPLETECHNOLOGY PROCESSINNOVATION
www.gileadsanders.com
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MATURITY MAP
Human Capital
Knowledge
Workers
Breakthrough
Technologies
Enterprise 2.0
Web-Based
Automated
Processes
Transformational
Innovation
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GROWTH LEADS THE WAY
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EMERGING MARKETS
DRIVING FORCES
MERGERS &
ACQUISITIONS
INNOVATION
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HR DRIVES GROWTH THROUGH HC
1) MANAGE TALENT WITH GROWTH IN MIND
2) GROOM LEADERS WHO CAN DRIVE GROWTH GLOBALLY
3) BECOME A COACH TO EXECUTIVE LEADERSHIP
4) TEAM UP WITH THE CEO TO DRIVE GROWTH
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RISE OF GLOBAL MARKETS
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GLOBAL TALENT MARKETS
HYPER CONNECTIVITY
COSTS PRESSURES
1
2
3
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CEO’s plan to make changes to
talent strategy in response to the
global business environment
CEO’s were confident that they
would have the talent necessary to
grow their organization in the near
future
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THE ROLE OF HR WILL UNDERGO A
FUNDAMENTAL CHANGE
1) DESIGN GLOBAL OPERATING MODELS
2) MANAGE THE GLOBAL PIPELINE
3) LEADING CHANGE-EVERYWHERE
“For HR leaders, the shift to new global
operating models is an opportunity that
demands attention and focus”
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LEADERSHIP TAKES CENTER STAGE
ACCELERATED
LEADERSHIP
DEVELOPMENT
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DEVELOPING THE NEXT
GENERATION OF LEADERS TO DRIVE FUTURE GROWTH
AGGRESSIVE
GROWTH TARGETSLEADERSHIP GAPNO LOYALTY
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The glass ceiling not only holds back women, it holds
back business competitiveness.
THE RISE OF THE NEW RULING
CLASS
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PEOPLE RISK IS RISKY
BUSINESS
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HUMAN CAPITAL RISKS
EXPANDING
DRIVING FORCES
PEOPLE RISKS ARE
HEADLINE NEWS
BLACK SWANS ARE
BECOMING THE NORM
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HR’S ROLE IN RISK MITIGATION IS FRONT &
CENTER
1) ALIGN HR FUNCTION WITH BUSINESS STRATEGY
2) USE EXISTING DATA TO MITIGATE RISKS
3) MANAGE PEOPLE RISKS ACROSS THE ENTERPRISE
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PEOPLE + STRATEGY= HC ROI
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Employees costs rise for less return
THE PRODUCTIVITY CONUNDRUM
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ANALYTICS DRIVE VALUE IN HC
CHAIN
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PLAY THE ROLE OF FUTURIST
1) FORWARD LOOKING WORKFORCE PLANNING & ANALYSIS
2) MANAGE TALENT ACQUISITION
3) TALENT POTENTIAL AND PROGRESSION
4) PROACTIVE RETENTION
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1
23
45
FOCUS ON STRATEGY
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@mdejean
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