6 human capitaltrends and priorities

Presented by,

Gladwin Samuel

What are the key drivers for Change?

• Unprecedented economic change

• Some workforce challenges….

• Different tech for different generations

• Technological and social enablers

• Talent management agenda

• The HR Vendor market and services are evolving

Key Requirements for change…...

1.

2.

3.

4.

Increased Productivity

More responsive Workforce

Increased collaboration

Worker Mobility enabledtechnology

Better tools and data

Value for Money

by

5.

6.

es

HR Transformation

5HR

Strategy

20%25%

ImprovingPerformance

40%

70% 40%Transactions

% Resourc

Introduction to Deloitte

• Deloitte, is one of the "Big Four" professional services firms along with PricewaterhouseCoopers (PwC),  Ernst & Young, and KPMG.

• Its global headquarters are located in New York City, United States

• Deloitte provides audit, tax, consulting, enterprise risk and financial advisory services with more than 200,000 professionals in over 150 countries

•  In FY 2012–13, it earned a record $32.4 billion USD in revenues

The 61

human capital trends for the futureTransforming HR to meet new business priorities

The war to develop talent is on the rise2

Organization acceleration: Get more valueyour change initiatives

Branding the workplace to attract talent

out of3

4

Leadership.next: Debunking the superhero myth5

Boards are changing the HR game6

trend1

Transforming HR to meetnew business priorities

67% of the respondents think thatthis trend is highly relevant today

FactsHR is too focused on operational excellence.HR business partners supporting employee

relations and performance management versus

workforce planning and business talent

strategies.

AnswersFocus on developing talent and leadership to support

long-term strategies...not just for the immediate future.

Concentrate on areas such as talent, emerging markets

and the HR organization.

2trend

The war toon

developtalent is the rise

67% ofthis trend

the respondents think thatis highly relevant today

FactsOne-third of employers can’t find skilledworkers.

The competition for scarce talent with specialized

skills knows no borders.

We risk losing our best and brightest.

Employee-turnover costs are escalating.

AnswersImprove employee engagement.

Focus on building employee capabilities.

Hire people for their future potential, don’t just fill roles.

Create new career models that are less process-based,

more project-based.

trend 3

Organization acceleration:Get more value out ofchange initiatives

your

62% of the respondents think thatthis trend is highly relevant today

FactsFaced with tougher and more numerous challenges,

organizations want more from their change

initiatives.Analysts, owners and investors want organizational

change to produce quantifiable and sustainable

results more quickly.

They see off-the-shelf change programs as

commodities that produce mediocre results.

AnswersAnalyze “big data” to locate and focus on

change initiatives that get results.

Get buy in from senior leaders to drive those initiatives.

Focus on initiatives to deliver impacts that last.

trend 4

Branding the workplaceto attract talent

59% of the respondents think thatthis trend is highly relevant today

FactsSocial media has erased whatever lines used to

exist between the corporate brand and the talent

brand.In a knowledge-based economy, a company’s brand is

only as good the reputation of the people who work for it.

Canada has the potential to be a very attractive

destination for top talent – but are we ready?

AnswersImprove employment flexibility and elasticity: letbe from anywhere and work from anywhere.

talent

Increase speed and volume of accreditationqualified immigrants.

for

Match post-secondary course offerings toemployment market demand.Promote diversity and inclusion.Create strong bonds to help retain and attract

your future talent.

trend 5

Leadership.next:Debunking thesuperhero myth

57% of the respondents thinkthatthis trend is highly relevant today

FactsYesterday’s leadership theories have not kept

pace with today’s fast and disruptive marketplace.

There is no longer a single model of leadership that fits

all situations.

An agile and disruptive marketplace requires leaders

with specializations.

AnswersAnticipate HR programs based on the

organization’s business strategy.

Assign non-HR executives to HR leadership roles

to increase the department’s understanding of the

business and to deliver more practical talent

solutions.

trend 6

Boards are changingthe HR game

57% of the respondentsthink thatthis trend is highly relevant today

Facts

There is growing scrutiny and oversight of the

value delivered by leadership.

Quality of leadership influences all investment and

strategy deliberations.

It’s a concern for owner-managed businesses as

well as multinationals.

AnswersDevelop a talent strategy: build a talent-intelligent

board and organization.Pull CHROs deeper into business strategy – and

earlier in the process.Re-assure the board that the talent risk is being

managed proactively.

Thank You.

NO QUESTIONS PLS