RETOOLING YOUR WORKFORCE FOR THE 21ST CENTURY:

DECODING HUMAN CAPITAL TRENDS FOR 2013 AND BEYOND

Helping Organizations, Individuals & Corporations

Take A Quantum Leap Into The 21st Century Global

Marketplace

PEOPLETECHNOLOGY PROCESSINNOVATION

www.gileadsanders.com

MATURITY MAP

Human Capital

Knowledge

Workers

Breakthrough

Technologies

Enterprise 2.0

Web-Based

Automated

Processes

Transformational

Innovation

GROWTH LEADS THE WAY

EMERGING MARKETS

DRIVING FORCES

MERGERS &

ACQUISITIONS

INNOVATION

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

RISE OF GLOBAL MARKETS

GLOBAL TALENT MARKETS

HYPER CONNECTIVITY

COSTS PRESSURES

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2

3

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

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”

LEADERSHIP TAKES CENTER STAGE

ACCELERATED

LEADERSHIP

DEVELOPMENT

DEVELOPING THE NEXT

GENERATION OF LEADERS TO DRIVE FUTURE GROWTH

AGGRESSIVE

GROWTH TARGETSLEADERSHIP GAPNO LOYALTY

The glass ceiling not only holds back women, it holds

back business competitiveness.

THE RISE OF THE NEW RULING

CLASS

PEOPLE RISK IS RISKY

BUSINESS

HUMAN CAPITAL RISKS

EXPANDING

DRIVING FORCES

PEOPLE RISKS ARE

HEADLINE NEWS

BLACK SWANS ARE

BECOMING THE NORM

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

PEOPLE + STRATEGY= HC ROI

Employees costs rise for less return

THE PRODUCTIVITY CONUNDRUM

ANALYTICS DRIVE VALUE IN HC

CHAIN

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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45

FOCUS ON STRATEGY

@mdejean

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www.gileadsanders.com

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