Workplace & Total Reward Trends & Issues Their Effects on Retention & Talent Management tstrategiest By:

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1 Workplace & Total Reward Trends & Issues Their Effects on Retention & Talent Management tstrategiest By: Bob Cartwright, SPHR President / CEO Intelligent Compensation LLC bob.cartwright@intelligentcomp.net ge co e April 0, South Texas Human Page Copyright by Intelligent Compensation LLC What s In Your Strategy & Business Planning Cards for? South Texas Human Page Copyright by Intelligent Compensation LLC

2 Workplace Trends For Impact of the economy, and globalization on HR strategy, recruitment, retention, and operating budgets The influence of social networking, especially as it relates to recruiting and talent acquisition Facebook, Twitter, Linkedin The continuing importance of work/life strategies / multiple caring responsibilities, wellness, and aging family, parents, military Human capital planning No more warm bodies - The need for skilled and competent employees, good job fit, and diversity. More emphasis on measurement of results and key metrics to drive business and HR decisions South Texas Human Page Copyright by Intelligent Compensation LLC Workplace Trends In Continued threat of fraud & identity theft Data protection Re-balancing of short term and long-term business strategy & rewards Multi-generations in the workplace - Impact on productivity and human capital planning Continued emphasis on performance management and total compensation strategies Increased demand to measure and assess the value of human capital Demographic change and its impact on diversity, labor availability, and education Government Politics Law Social Responsibility Health Care Safety - Ethics South Texas Human Page Copyright by Intelligent Compensation LLC

3 Workplace Trends in HR at Risk Out-managed, Out-sourced, Out-placed Employee Relations Organization Development Change Management Economy / Spending / Unemployed / Workforce Readiness Government Scrutiny DOL OSHA EEOC IRS SEC AG s The Workforce New Entrants, Workforce Ready Issues, Aging Workforce, Skill Shortages, Competency, Behavior Gaps, Retention of the Best, Re-entrants into Workplace, Incumbent Workers, Transitioning Workers, Veterans, Wounded Warriors, Reservist, National Guard South Texas Human Page Copyright by Intelligent Compensation LLC Workplace Trends in Global HR / Global Talent / Multi-culturalism / People Movement / Business Ops & Environment Changes Need for business intelligence and integrated workforce planning Differentiated succession planning Early Fast Track HP Labor Relations and Unionization Technology Change South Texas Human Page Copyright by Intelligent Compensation LLC

4 Total Rewards & Compensation Trends Summary of Compensation / Pay Increase Budget Projections The average salary budget increases for are projected to be.% to.%. Government Cost of Living Increase for.% South Texas Human Page Copyright by Intelligent Compensation LLC Total Rewards & Compensation Trends Linking Employee Performance Its Impact on Achieving the Organization s Business Goals and Employee Pay Total Reward Strategies Focus Less on Cash Focus More on Aspects of Career Satisfaction Flexibility Recognition - Social Economic Climate on Compensation Decisions - Volatile Focus on Properly Defining Positions - FLSA Catch-up & Compression Issues related to Economic Recovery Continued Restraint on Compensation Budgets & Pay Increases Reduction of Total Base Pay and/or Work Hours Continuing High Cost of Employee Health Care Coverage South Texas Human Page Copyright by Intelligent Compensation LLC

5 Total Rewards & Compensation Trends Wellness and Disease Management LT Cost Health Maintenance Rti Retirement tplans Trending away from Defined dbenefit fitto Defined Contribution Retirement Readiness Retiree Financial Literacy and Education Worker Misclassifications - Independent Contractor or Employee / Exempt or Nonexempt Worker Increasingly complex regulatory environment and government scrutiny IRS / SEC / DOL / NLRB / Attorney Generals / OSHA South Texas Human Page Copyright by Intelligent Compensation LLC Total Rewards & Compensation Trends Realigning Reward Programs to Attract, Motivate, & Retain Talent Focused Alignment of Total Rewards Strategy With Culture, Business Strategy, and Brands Creating New Reward Programs To Accommodate The Varying Needs and Interests of fdifferent tgenerations South Texas Human Page 0 Copyright by Intelligent Compensation LLC

6 Common Retention Actions Pay For Performance Base Pay Pay For Performance Bonus / Profit Share Pay For Accomplishment - Incentive Pay For Competency - Skills Career Planning, Progression, & Succession Investing More In Training & Development Increase Training In Specialized Skills Total Compensation, Recognition & Rewards Effective Job Match / Job Fit South Texas Human Page Copyright by Intelligent Compensation LLC Retention & Talent Management Strategies Can Be Very Effective When Leadership Teams Are STRATEGICALLY ALIGNED FOCUSED ACCOUNTABLE DISCIPLINED / COMMITED CONVEY SENSE OF SUCCESS Effective Leaders Provide leadership, Vision, Purpose, Strategy, Commitment, Learning, Coaching, Mentoring South Texas Human Page Copyright by Intelligent Compensation LLC

7 Aligned Strategic Leadership Teams Will Effectively Work Together Focus On The Mission Foster Organizational Culture Collaborate To Establish And Meet Organizational Objectives Deploy Business Strategy Integrate Macro Business Process Into Micro Business Strategy South Texas Human Page Copyright by Intelligent Compensation LLC Aligned Strategic Leadership Importance to Talent Management & Retention Provides Leadership, Support, & Resources Involves Talent Focuses on Effective Team and Professional Development Tracks Critical Core Business Measures / Reports on Results Communicates Learning / Displays Successes Links Talent to Project Teams To Business Objectives Attracts, t hires and inspires i the right team members Seeks to match competency and skills with best job fit Creates a culture of accountability & measurement South Texas Human Page Copyright by Intelligent Compensation LLC

8 Strategy - The Challenge South Texas Human Page Copyright by Intelligent Compensation LLC Critical Questions Why is it important to develop a manpower forecasting / talent management and retention strategy and plan? Why is itimportant tto align talent tmanagement with strategic t organizational initiatives and key performance expectations? Does your organization set annual business goals and objectives? What are typical goals sought in organizations? Improve Employee Involvement & Communication; Finance / Budget Targets Stimulate Growth. Improve Operational Effectiveness; Attract & Retain the Right Employees; Develop Infra-structure; Improve Marketing, Sales & Delivery Of Products and/or Services; Improve Customer Satisfaction / Services South Texas Human Page Copyright by Intelligent Compensation LLC

9 Critical Business Questions Is your organization delivering on the Promise / Mission? Is your organization Focused To Perform and achieve business results? Is the purpose and overall strategic focus of your organization Aligned with your culture, mission, core values and operating objectives? Is there a Business And / Or Strategic Plan in place? Is there a Tactical Plan in Place? Is it being used? Does your organization have a Talent Management and Retention Strategy in place? South Texas Human Page Copyright by Intelligent Compensation LLC Workplace & Total Reward Trends Their Effects on Business Success, Retention, and Talent Management Strategies South Texas Human Page Copyright by Intelligent Compensation LLC

10 Why Is Workplace Planning Important? To develop a clear picture of how trends impact your present and future business operations To articulate strengths, weaknesses, opportunities, Threats (SWOT), strategies and measures that will drive your organization to excellence To clearly define mission, vision and values that support all efforts specific to your organizations mission To enhance leadership & business execution South Texas Human Page Copyright by Intelligent Compensation LLC Why Is Workplace Planning Important? To derive clear plans and methods to improve performance, decision-making, and accountability ab within your organization To develop strategic thinking and implementation skills throughout the organization To reach an agreed upon direction and strategy for the organization South Texas Human Page 0 Copyright by Intelligent Compensation LLC

11 A Few Consequences Of Not Planning or Bad Planning Organizational inefficiency Missed opportunities Staff frustration / Loss of talent Leadership / team frustration Misspent dollars Misspent resources Misdirected Customers / Loyalty South Texas Human Page Copyright by Intelligent Compensation LLC Performance / Talent Management The Smart Fella s Workplace South Texas Human Page Copyright by Intelligent Compensation LLC

12 Workplace Trends - Performance Alignment? Performance alignment is the ability of an organization to align its people and processes on a common path focused on the achievement of the overall business goals and objectives of the organization. South Texas Human Page Copyright by Intelligent Compensation LLC What Do Aligned Organizations Do? Connects the strategy, vision and values of the organization to the work of teams and individuals Aligns team and individual competencies with the organizations core business goals and capabilities Translates business vision and rewards, and strategy in an actionable way Measures both what is done and how it is done Results In: Higher profits, better cash flow, improved organizational value and effectiveness Significant gains in financial performance & productivity Higher sales growth per employee Higher customer satisfaction Improved attraction and retention of high performing talent Play for a winner South Texas Human Page Copyright by Intelligent Compensation LLC

13 Business Performance Top Reasons Why You Should Measure To monitor and control To assess and utilize talent To drive improvement To maximize the effectiveness of the improvement effort To achieve alignment with organizational goals and objectives To effectively reward South Texas Human Page Copyright by Intelligent Compensation LLC Measuring Success South Texas Human Page Copyright by Intelligent Compensation LLC

14 Developing An Effective Compensation Strategy & Rewards Program South Texas Human Page Copyright by Intelligent Compensation LLC Total Compensation Strategic Review & Analysis Decide Upon Philosophy & Policy Identify Market Position Decide on Competitive Position Identify Surveys and Data Sources to Assess Compensation Decide Upon Total Compensation Strategy Tools Assess Total Compensation Strategy To Determine Fairness and Reasonableness South Texas Human Page Copyright by Intelligent Compensation LLC

15 Total Compensation / Reward & Recognition Strategies Monetary Base Pay Benefits Annual Incentives / Variable Compensation LTI Savings Plans / Deferred Compensation Perquisites / Alternative Rewards Non-Monetary Recognition Growth Career Development Training & Development Work Environment Flexible Scheduling Work-Life Balance South Texas Human Page Copyright by Intelligent Compensation LLC Elements of a Performance Based Cash Compensation Strategy The Cash Reward Strategy Base Compensation Values Driven Individual Focused Behaviors Competency Skill Market competitiveness Performance Management Measures & Goals Driven Data-based Feedback Reinforces Desired Behaviors Real Time Process Variable Compensation Economic Driven Individual / Team Focused Links Results & Process Share in the Results South Texas Human Page 0 Copyright by Intelligent Compensation LLC

16 Pay For Performance-Base Pay Range Position Compa-Ratio (Current Pay Divided By Midpoint) Performance 0% - % % - % % - 0% 0%- % % - 0% Role Model Merit Budget +% Merit Budget +% Merit Budget +% Merit Budget +% Merit Budget Meets and Often Exceeds Expectations Merit Budget +% Merit Budget +% Merit Budget +% Merit Budget Merit Budget -% Consistently Meets Expectations Merit Budget +% Merit Budget +% Merit Budget Merit Budget -% Merit Budget -% Sometimes Meets Expectations Merit Budget + % Merit Budget No Increase No Increase No Increase Unacceptable No Increase No Increase No Increase No Increase No Increase South Texas Human Page Copyright by Intelligent Compensation LLC Pay for Accomplishment Balanced Scorecard Incentive Plan Financial Performance Utilization of Resources Outcome or Result $ Value Customer Performance Customer Interactions Outcome or Result $ Value Organization Success Growth Performance Process Improvement Innovation Outcome or Result $ Value Quality Performance Process Outcome or Result $ Value South Texas Human Page Copyright by Intelligent Compensation LLC Human Resources Performance Teamwork/Interaction Outcome or Result $ Value

17 Organization X Sample Net Income % of Base Sal lary.00% 0.00%.00% 0.00% Stretch Incentive $.00 Mil Target Incentive $.00 Mil Min Incentive.0% $.00 Mil $.000 $.00 $.000 $.00 $.000 Net Income (Mil) South Texas Human Page Copyright by Intelligent Compensation LLC Incentive Compensation Essential Design Elements / Decisions ELIGIBILITY PAYOUTS PERFORMANCE CRITERIA South Texas Human Page Copyright by Intelligent Compensation LLC

18 Types of Incentive Plans Activity Related Meeting Attendance Suggestion Performance Related Financial Program Operational Financial Related Revenue Cost Control Profit South Texas Human Page Productivity Related Project Planning Schedule Change Related Continuous Improvements Mergers & Acquisitions Strategic Copyright by Intelligent Compensation LLC Leadership Group Individual Pay for Competency Competencies are the basic functional and behavioral requirements to successfully perform on the job (whether that job is a full-time or temp/contract assignment). Functional Requirements are the "technical" needs, the things that are specific to that job or profession. The Behavioral Requirements may be called the "soft skills" that make a person successful lin their role. South Texas Human Page Copyright by Intelligent Compensation LLC

19 Pay for Competency Competencies are the skills, traits, and characteristics that the organization identifies in the best performers. Competencies are what people do that can be seen, heard, demonstrated, or documented by their colleagues and clients. South Texas Human Page Copyright by Intelligent Compensation LLC Competency Identification & Evaluation Importance of Leadership Competencies Competency Building a sense of mission in all Stakeholders Totally Unimportant Not Important Partially Important Important Very Important Developing the analytical lskills of your staff Creating an openness to new ideas from others Creating structures and processes for control Developing problem solving skills of your staff Having tenacity Having moral courage Developing the assertiveness of your staff Developing strategic planning skills in yourself Building a dynamic team Developing the capacity to learn in yourself and your staff Creating an agreeable spirit among your staff Developing staff that are dependable South Texas Human Page Copyright by Intelligent Compensation LLC

20 Competency Rewards Table (Example) Base Pay/Bonus Option f Overall Performance % Base Pay Adjustment * Expert/Role Model % * % * % * % * Fully % * Competent % * % * % * % * Learning/Developmental 0% South Texas Human Page Copyright by Intelligent Compensation LLC BENEFITS Health Care Benefits Holidays, Vacations, Paid Time Off Defined Benefit Pension Plan Defined Contribution 0(k) Plan Disability Income - Short & Long-term Survivor Benefits - Life, Travel, AD&D Flexible Spending Accounts Tuition Reimbursement Elder Care Employee Assistance How Much Do These Cost On Avg. 0% To % Of Payroll South Texas Human Page 0 Copyright by Intelligent Compensation LLC

21 ALTERNATIVE REWARD PROGRAMS ACHIEVEMENT AWARDS TICKETS TO EVENTS GIFT CERTIFICATES SUGGESTION AWARDS PAID TIME OFF SAVINGS BONDS PRODUCTS OUTINGS FUN DAYS South Texas Human Page Copyright by Intelligent Compensation LLC AWARD BANQUETS COOKOUTS & SOCIALS RETREATS THAT-A-BOYS TEAM BASED INCENTIVES & AWARDS BOOKS, FLOWERS, ETC. PINS, WATCHES, RINGS PARTIES RECOGNITION PROGRAMS THANKS FOR A JOB WELL DONE PATS ON THE BACK ACHIEVEMENT AWARDS/EMPLOYEE OF THE MONTH/QUARTER/YEAR SERVICE AWARDS PERSONAL RECOGNITION - BIRTHDAYS, EDUCATIONAL ACHIEVEMENTS, EMPLOYMENT ANNIVERSARIES, ETC. RECOGNIZING ABOVE AND BEYOND - Spot $$$ South Texas Human Page Copyright by Intelligent Compensation LLC

22 RECOGNITION VS COMPENSATION RECOGNITION R > NON-MONETARY R > PSYCHOLOGICAL R > REGULAR INTERVALS R > PERSONAL R > MEANINGFUL R > VALUE BASED R > LONG TERM R > KEEPS EMPLOYEES COMPENSATION C > MONETARY C > FINANCIAL C > IRREGULAR INTERVALS C > IMPERSONAL C > SUSTAINING C > BUDGET BASED C > SHORT TERM C > ATTRACTS EMPLOYEES South Texas Human Page Copyright by Intelligent Compensation LLC EFFECTIVE CREATIVE PEOPLE STRATEGIES FLEXTIME * ALLOWS DIFFERENT START AND STOP TIMES OF A WORK DAY JOB SHARING *SHARING A FULL-TIME POSITION BETWEEN TWO PEOPLE TELECOMMUTING *ALLOWS EMPLOYEES TO WORK AT HOME (USUALLY) PART-TIME WORK *PRORATED SALARY AND BENEFITS - FLEXIBILITY IN SCHEDULING COMPRESSED WORK WEEK *ALLOWS FOR MORE DAYS OFF TIME OFF *BONUS DAYS OFF, RETREATS, LONG LUNCHES, EXTRA BREAKS South Texas Human Page Copyright by Intelligent Compensation LLC

23 Developing An Effective Talent Management Program South Texas Human Page Copyright by Intelligent Compensation LLC A KEY ORGANIZATIONAL STRATEGY & GOAL FOR MANY ORGANIZATIONS Identify Key Talent And Develop This Talent For Current & Future Critical Positions and Key Leadership Roles South Texas Human Page Copyright by Intelligent Compensation LLC

24 Key Questions Impacting The Design Of A Succession / Talent Management System. What is a key or corporate critical position?. What constitutes a high-potential employee?. How should the organization fill key positions?. What percentage of open positions should be filled from within the organization?. What percentage of key positions have at least one identified successor?. How open and transparent should the organization be in communicating with individuals who have been identified as candidates? South Texas Human Page Copyright by Intelligent Compensation LLC Effective Succession Planning A comprehensive strategy includes: An overall drive to career development at all levels. Ongoing commitment of high-level management. Developing leadership skills, and organizational talent as dictated by an organizational Human Capital strategy. South Texas Human Page Copyright by Intelligent Compensation LLC

25 Effective Succession Planning A comprehensive strategy includes: Defining behaviors, skills and values that leaders and key talent need in order for them to now and in the future be key contributors in that organization. Creating assessment centers, tests, interviews and performance management assessments to allow an organization to make accurate leadership & key talent placements and development decisions. Integrating succession management with recruiting, selection, retention and development systems. South Texas Human Page Copyright by Intelligent Compensation LLC TALENT STRATEGY To Implement A Human Capital Plan & Talent Management Development Program That: Identifies critical positions Identifies future vacancies Identifies human resources Identify And Develop High Potential Succession Candidates For: Key Leadership Roles Management & Supervisory Positions Key Technical & Professional Positions South Texas Human Page 0 Copyright by Intelligent Compensation LLC

26 Workforce Cycle Courtesy of Profiles International HIRED New Employees Productive Employees Marginal Employees Un-productive Employees Motivated, but not yet productive Motivated & Competent Competent, but Un-motivated Neither Competent, nor Motivated Separated South Texas Human Page Copyright by Intelligent Compensation LLC What It Takes to Build a High Performance Workforce Courtesy of Profiles International Select the Right People Integrity Substance Abuse Reliability Work Ethic Job Match Accelerate Employee Productivity Retaining Top Performers Training Needs Coaching Employees Engaged & Competent Workforce Make Managers More Effective Appraising Management Techniques Improving Communication Skills Developing Leadership Competencies High Performance Workforce Solution South Texas Human Page Copyright by Intelligent Compensation LLC

27 Successful Talent Management Organizations Will have the right leaders to develop and implement their strategy Create processes and workforce development plans that ensure talent flows through the organization in the right sequence of roles to ensure potential is fulfilled Will invest money and time in identifying and developing future leaders Will have the right people, in the right roles, at the right time to deliver on strategy now and in the future South Texas Human Page Copyright by Intelligent Compensation LLC ANATOMY OF A STRATEGIC LEADER Keen understanding of organizational values, culture, and standards Decision maker / competent High strategic & critical thinking skills Demonstrates command, responsibility, authority Experience, business acumen & knowledge Ethics Exhibit high energy levels Are resilient Can make consequential decisions South Texas Human Page Copyright by Intelligent Compensation LLC

28 ANATOMY OF A STRATEGIC LEADER Provide an environment to excel Seek to improve effectiveness in order to gain efficiency Encourage & seek candor & constructive ti criticism i surround themselves with great people Identify critical problems seek and utilize organizational leaders to find solutions Articulate problems and complex issues simply They seek understanding Never stop learning South Texas Human Page Copyright by Intelligent Compensation LLC Definition Of High Potential Potential = A fit between a person s current capabilities and possible future roles taking into account the person s longer-term capacity for personal and professional growth Growth Characteristics Ability to think beyond the boundaries strategic thinking Curiosity and eagerness to learn knowledge development Social understanding and empathy ability to understand, respect, and motivate t others Emotional balance realistic optimism, emotional resilience, stability under stressful circumstances/adversity South Texas Human Page Copyright by Intelligent Compensation LLC

29 Key Selection Criteria Technical Knowledge Skills and Competencies Leadership Potential Team Orientation Flexibility Communication Skills Sense Of Urgency Results Oriented Commitment To Quality Personification South Texas Human Page Copyright by Intelligent Compensation LLC Develop Background / Career Profiles Conduct Individual/Job/Leadership Assessments - Document * Individual / Job Profile / Assessment * Current Employment Status Education Skills & Competencies * Employment History * Promotability Forecast Develop Career Planning Profiles * Career History / Objectives * Alternative Next Steps * Determine Development Needs / Strategy South Texas Human Page Copyright by Intelligent Compensation LLC

30 Talent Development Strategies Individual/Job/Leadership Assessment On The Job Coaching Skills Training / Seminars Or Formal Education Attendance At Senior Level Meetings Job Enrichment / Mentoring Job Rotation/Lateral Transfers Task Force / Project Assignments Acting Or Replacement Assignments Presentation Assignments South Texas Human Page Copyright by Intelligent Compensation LLC Job Profile Summary Demonstration Pattern NOT FOR ACTUAL USE Courtesy of Harrington Strategies & Profiles International The Job Match Pattern: Shaded areas indicate the Job Match pattern The Job Match patterns show requirements for the jobs in your company Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment Interests Ranking Enterprising Thinking Style Behavioral Traits Occupational Interests Top three interests for this position People Service Creative Financial/Administrative Technical Mechanical Lowest three interests for this position The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom. South Texas Human Page 0 Copyright by Intelligent Compensation LLC

31 Job Profile Summary Demonstration Pattern NOT FOR ACTUAL USE Overall Job Match % Thinking Style Learning Index 0 Courtesy of Harrington Strategies & Profiles International Verbal Skill Verbal Reasoning Numerical Ability Job Match Percentage % Numeric Reasoning 0 Behavioral Traits Energy Level 0 A Good Match Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Job Match Percentage % Distortion Objective Judgment Interests Ranking Financial/Admin People Service Enterprising Technical Creative Mechanical Occupational Interests Top three interests for this position 0 Lowest three interests for this position Job Match Percentage % The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom. South Texas Human Page Copyright by Intelligent Compensation LLC Job Profile Summary Demonstration Pattern NOT FOR ACTUAL USE Overall Job Match % Courtesy of Harrington Strategies & Profiles International Thinking Style Learning Index 0 Verbal Skill 0 Job Match Verbal Reasoning 0 Percentage Numerical Ability 0 % Numeric Reasoning 0 Energy Level Behavioral Traits 0 A Poor Match Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Job Match Percentage % Distortion Objective Judgment Interests Ranking Financial/Admin People Service Enterprising Technical Creative Mechanical Occupational Interests Top three interests for this position Lowest three interests for this position 0 Job Match Percentage % The Job Matching process for Interests is concerned with top three interests of a Job Match Pattern and how a candidates top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom. South Texas Human Page Copyright by Intelligent Compensation LLC

32 What Will Be The Investment Cost? Determine Yearly High Potential Selection Allocation Base Cost On Number Of Participants Utilize Cost Containment And Cost Commitment Actions To Maximize Investment Determine Cost Commitment Strategies For Key And Critical High Potential Talent South Texas Human Page Copyright by Intelligent Compensation LLC What Will Be The Investment / Talent Development Costs? Cost Containment Actions * On The Job Coaching * Attendance At Senior Level Meetings * Job Enrichment / Mentoring * Task Force / Project Assignments * Acting Or Replacement Assignments * Presentation Leader South Texas Human Page Copyright by Intelligent Compensation LLC

33 What Will Be The Investment / Talent Development Costs? Cost Commitment Actions * Individual / Job Assessment Profiles * Job Rotation / Lateral Transfers * Specialized Training * Seminar Attendance * Cross-functional Assignments * Formal Education - MBA South Texas Human Page Copyright by Intelligent Compensation LLC Strategic Objectives Of An Effective Talent Management Program Enhance The Organization s Ability To Have The Right People In The Right Place With The Right Competencies & Skills At The Right Time For the Right Price South Texas Human Page Copyright by Intelligent Compensation LLC

34 Common Actions Organizations Are Taking in Response To Trends From SHRM Workplace Forecast Linking employee performance and its impact on the organization s business goals % Currently Doing % Plan To Increasing expectations of employee productivity % % Taking steps to protect employees in the event of a major health epidemic % % Implementing strategies to protect data from identity theft 0% % Updating technology us policies Social Networking etc. % - % Putting more emphasis on succession planning and people readiness % % South Texas Human Page Copyright by Intelligent Compensation LLC Key Priorities for HR Professionals From SHRM Workplace Forecast. Managing Talent. Improving Leadership Development. Strategic Workforce Planning. Enhancing Employee Engagement. Transforming HR. Measuring Workforce Performance. Managing Change and Cultural Transformation. Becoming a Learning Organization. Improving Employer Branding 0.Improving Performance Management and Rewards South Texas Human Page Copyright by Intelligent Compensation LLC

35 Measures of Success Will Be Contingent On: CEO & top management support An annual review of human capital / manpower forecasting Integration with strategic business planning and organizational growth Identification of critical management and individual contributor positions Determination of future role requirements and operational criteria Identification of talent gaps Incorporation of job profiles that identify critical competencies and skills for effective performance in specific jobs South Texas Human Page Copyright by Intelligent Compensation LLC Measures of Success Will Be Contingent On: Incorporation of workforce readiness and diversity initiatives A viable system to communicate the Human Capital / Talent Management process and program An effective system for identification, nomination, and selection of high potential successors A review process on candidate assessments and career profile data Determination of talent development needs and follow through A system for monitoring and evaluating candidate development progress & readiness South Texas Human Page 0 Copyright by Intelligent Compensation LLC

36 Strategic Links To Business Success Maintain A Strategic Vision For What You Need To Win Plan Talent Management & Reward Programs For Success Gather The Right Data & Assess Remember Your Employees - They Create Success Make Programs Simple / Make Them Understandable / Make Them Smart Align Talent Management & Total Compensation/Rewards With Business Strategies / Performance Link Each Program To Desired Success Factors / Measures South Texas Human Page Copyright by Intelligent Compensation LLC Strategic Links To Business Success Provide Leadership And Support For Each Strategy Implement Consistently Plan For Continuous Improvement & Change Communicate Candidly The Good / The Bad / The Ugly Develop Retention Programs (Reward & Recognize) For The Right Reasons Align Talent Management - Monetary & Non-monetary Reward Strategies South Texas Human Page Copyright by Intelligent Compensation LLC

37 THANK YOU FOR ATTENDING Workplace & Total Reward Trends & Issues Their Effects on Retention & Talent Management Strategies Bob Cartwright, SPHR President / CEO Intelligent Compensation LLC --00 bob.cartwright@intelligentcomp.net QUESTIONS? South Texas Human Page Copyright by Intelligent Compensation LLC Bob Cartwright, SPHR President / CEO Intelligent Compensation LLC Bob Cartwright, (SPHR), is founder, president, and chief executive officer of Intelligent Compensation, LLC, a compensation and human resource management consulting firm located in the greater Austin, Texas area. Since, Mr. Cartwright has managed numerous assignments for a wide variety of clients including those in high technology, manufacturing, services, information technology, health care, retail, telecommunications, legal, energy, oil field and exploration services, publishing, non-profits, public entities, municipalities, financial services, and defense/aerospace. He has 0+ years of diversified experience in compensation and human resource management which includes the development of total compensation strategies, wage and salary plans, executive compensation strategies, t customized surveys, performance-based sales, balanced score-cards, incentive and team-based compensation plans, and performance management systems. In addition, he has provided human resource management, strategic planning, and employment relation s advisory services for an array of companies in Texas and the South Central Region of the United States. Mr. Cartwright s professional affiliations include; Committee Co-Director Collaborative Industry Alliances & Board Member - SHRM Texas State Council, Committee Member Texas Compensation Alliance Group, the Texas Association of Business - Board Member - Employment Relations Committee, Previous National Expertise Panel Member - The Society for Human Resource Management s (SHRM) Total Rewards, Compensation, & Benefits Panel; the Austin Human Resources Management Association (Past Committee Co-chair for the Austin Area Pay and Benefits Survey), the Williamson County Human Resource Management Association (Charter Member & Past President), and the Central Texas Compensation and Benefits Association. In addition, he is listed as a life member in the National Registry of Who s Who for Executives and Professionals, and as a member of the International Who s Who for Entrepreneurs. Bob is a sought-after speaker and is often quoted as a business/compensation expert in newspapers and print media around the country, including HR Magazine, Fortune Small Business Magazine, PBS Nightly Business Report, HR Matters, The Street, SHRM, CBS BNET, the Chicago Tribune, USA Today, and various business journals. Cartwright has also authored and co-authored numerous articles and White Papers which have been published. He holds a bachelor's degree in Philosophy/Psychology from St. Edward s University in Austin. Texas and followed his bachelor s degree with post graduate work in business. Prior to starting his consulting firm, Bob served in management at Tracor, Inc. in Austin, Texas for years, where he had corporate-wide responsibility for the company s global compensation programs, and employee performance management systems. South Texas Human Page Copyright by Intelligent Compensation LLC