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The Perfect Storm of Opportunity for HR Professionals

prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton. The Perfect Storm of Opportunity for HR Professionals. Anticipating the Future: Updated.

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The Perfect Storm of Opportunity for HR Professionals

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  1. prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton The Perfect Storm of Opportunity for HR Professionals

  2. Anticipating the Future: Updated 2020: Domestic robots = norm 2013 2030: Driverless vehicles = norm 9/13 2050: Nanobots perform surgery 2035 as projected in 2011 vs 2013

  3. Anticipating the Future: 2013 Which two haven’t yet been successfully produced via 3D printing? • Guns that can be successfully fired • Vaccines that can then be self administered • Fresh meat for human consumption • Fully functioning human ear

  4. One of Sixteen: Stay informed so you can anticipate

  5. Agenda: Workforce Stats Implications for U.S. Business Navigating Your Perfect Storm

  6. Agenda Item #1: Workforce Stats 2013: Degreed workers < demand by 6M 2025: Degreed workers < demand by 16 M Bureau of Labor Statistics

  7. College Graduations GRADUATE AGE U.S. RANK 25-34 7th 25-34 16th as reported by OECD in 2011 vs 2013

  8. College Graduations By 2020 • 20% or more of all employees will need Bachelor Degree or higher • 3% will need at least 5 years experience • 21% will need moderate/long term OJT OECD 2011

  9. Two of Sixteen: Your inputs/suggestions must be: Data Based

  10. Three of Sixteen: Ask “What’s so?” Develop a clear statement of current state

  11. Evidence of PD Insufficiencies • Mentoring • Budget • Succession Planning

  12. Explore Reasons for What’s So • Competing priorities • Opportunity costs • Slow/unclear benefit

  13. Four of Sixteen: Ask “So what?” Develop a clear analysis of implications

  14. Agenda Item #2: Implications Quantitative issues Qualitative issues Few age 30 to 49 Physical/technical jobs automated Intense competition T&D: critical Few Expert Mgrs Remaining jobs will be “high touch” Towers Perrin; Gallup: current state and implications

  15. Bottom Line: Increased Risk Quantitative Deficits in Labor = - Fewer Products/Services Qualitative Deficits in Labor = - Eroded Execution Erosion of Competitive Advantage - Sustainability

  16. Five of Sixteen: Ask “Now What?”

  17. What’s YOUR Answer? • Vox Inclemente • Toxicity • Disengagement • Wait for others to act ~OR~ • Reorient your thinking/approach

  18. Six of Sixteen: S+R=O Situation + Response = Outcome

  19. Agenda Item #3: Navigating the Perfect Storm

  20. Start with C-Suite Concerns • Mistakes • Margins • Missed Opportunities

  21. Seven of Sixteen: Demonstrate Shared Concerns

  22. Recap: Anticipatory Gathered Data Asked What’s so?; So What?; Now What? Demonstrated Shared Concerns But….

  23. You Can Be Absolutely Right, Yet Absolutely Wrong

  24. Eight and Nine of Sixteen: Package your recommendations for acceptance By each relevant party/key stakeholder

  25. Ten of Sixteen: Workplace Passion ≠ emotionalism

  26. Eleven of Sixteen: Excavate Potential Radial Impacts of your Recommendations B E F O R E Presenting Them!

  27. Twelve of Sixteen: Be willing to USE TOOLS

  28. Worse = Better How to perpetuate/ensure the undesirable

  29. Worse = Better • How to Perpetuate C-level Refusal to Allocate Sufficient Funds for Training/Development?

  30. Compelling Business Case I M P O R T A N C E highly important easily achieved DIFFICULTY

  31. Thirteen of Sixteen: Use charts/graphs so you T A L K less!

  32. Compelling Business Case Highly important Easily achieved Position re: Opportunities? Position re: Vulnerabilities? I M P O R T A N C E DIFFICULTY

  33. Fourteen and Fifteen of Sixteen: Assess opportunities and vulnerabilities AND Organizational position to capitalize/neutalize THEN Determine need for reprioritization

  34. A Necessary Calibration: Volunteer required!

  35. Sixteen of Sixteen: Recalibrate your Delegation Grid Quarterly

  36. The Perfect Storm Well Weathered Perpetually mindful of: • current/desired states per C-level concerns • positioning re: opportunities/vulnerabilities • packaging your approach to relationships • calibrating time deployed to highest value

  37. Q&A

  38. prepared especially for PWSHRM By Dalton Alliances, Inc. /franciedalton The Perfect Storm of Opportunity for HR Professionals

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