Human Capital Management
Checklist for Success
It’s All About People!
Human Capital Management System
Talent Management
Infrastructure
Business Success
Managing Change
Strategic
Planning
Human Capital Management Drivers
Talent
Management
Recruiting/Hiring
Development
Engagement
Diversity/Inclusion
Mentoring
Infrastructure
Policies, Procedures
Compliance
Performance Management
Organizational Structure
Measurement
Business Success
Managing Change
Technology
Implementation Process
Integration
Communication
Strategic
Planning
Workforce Planning
Resources
Budget
Growth/Expansion
Participate with the Panelists
1. Using the Checklist tool, Assess how well you and your
organization are doing …… ✔
2. Identify and note Golden Opportunities GO
3. Ask questions or make additional comments
Patricia Duarte, CEO
Decision Insight, Inc.
Boston, MA.
Patricia Duarte, CEO Decision Insight, Inc.
CEO/ Founder Decision Insight, Inc.
Organization Development, Transition Management
and Executive Search
Talent Management is the critical difference….
…it distinguishes companies and is a leading factor of success or
failure
Talent Management Trends
Vision & Mission is inspiring!
Applicant & Employee
Engagement
Ignite and Align Skills, Interests
and Motivations
Job and Career Development
Omari Head, Senior Manager
American University Systems
Washington, DC
“Organizations with the highest quality leaders
were 13 times more likely to outperform their
competition in key bottom-line metrics such as
financial performance, quality of products and
services, employee engagement, and customer
satisfaction."
Source: Great Leadership
• EQ is responsible for 58% of your job performance
• 90 % of top performers have high EQ
Source: (Schmidt,2012) TalentSmart.com
Source:Deloitte,2013
Cynthia Rocha, CEO
L3-Lifelong Legacies
San Antonio, Texas
Grandma and Grandpa Saucedo
It’s a whole new world….
 Demographic shifts
 Age-Baby boomers to Millennial
 Ethnicity-Global needs
 Political landscape –Immigration
 Workforce/Workplace/Marketplace
 Technology interdependence
 Diversity is operating in H3
2008—4 million
2013-1 billion
3 Key Trends/12 Areas of Focus
Deloitte 2014 Human Capital Trends
Lead and Develop
Attract and Engage
Transform and Reinvent
“I've learned that people will forget what you said, people will forget what you did,
but people will never forget how you made them feel.”― Maya Angelou
Donna Stevenson, CEO
Early Morning Software, Inc.
Prism Compliance.com
Baltimore, Maryland
Philosophy/core beliefs on the value of human
capital/talent management
“You are what you educate”
 College and University courses
 Professional Development
 Certifications and Continuing
Education
Why should small and emerging business owners, in particular, pay
attention to human capital management/talent management, as a key
business strategy?
 Cross Train Staff
 Personalized Customer Service
 Uncover Hidden Talents
What are some of the human capital management/talent management
practices that have worked for you or the clients you serve?
 Create Thought Leaders … Return on Investment
 Increase Degree and Certifications … Higher rates and Pay
 New policy, processes, and performance
Connie Wright, CEO
Charles River CFO
Boston, MA
Philosophy
 Define Corporate Core Values
(CCV) to set the company tone
to drive Diversity recruiting
and hiring
 Align talent with Core Values
(CCV)
 Develop, mentor and sponsor
diverse talent
Value to Small and
Emerging Businesses
• Hire Diverse talent
• Build company to mirror
customers
• Create diverse Teams
• Leverage innovation
• Foster awareness and
development
• Create a storyline/use it to
market and recruit
Words of Wisdom
“Never accept the belief
that
we can’t find diverse talent
Because if you can’t
find them, you are probably
not looking
in the right places”
Immediate Next Steps
1. Use your assessment tool and your notes to start or
continue best practices in Human Capital
Management/Talent Management.
2. Continue the Human Capital Management/Talent
Management Conversation throughout this conference
and beyond.
3. Add the members of this panel to your professional
network, and contact us for additional information.