SIGN UP NOW!
It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
 
Member Content
Blogs | Questions | Files | Events | HR Groups | Members
PHR/SPHR Exam Prep Course
HRCI Recertification


  • Upcoming Events
  • Past Events
  • Public Events
Advertise Here

Global Trends and its Implication for Talent Strategy

Topic:
Global Trends and its Implication for Talent Strategy
Date:
November 19, 2012 at 1:00 - 2:00 PM ET
Presenters:
Donna DiMenna, President(DiMenna Consulting Group)
webcastImgVirtual
Description
The world is experiencing tremendous transformation. The convergence of macro global forces has served to create volatility, unprecedented speed of technology, acceleration of emerging markets, over demand for workers, undersupply of talent, and antiquated management practices and tools destined some organizations to failure. The trends as identified by Manpower Group as most significant are impacting and influencing organizations across the globe regardless of size. The trends are the following: Talent MisMatch, Technological Revolutions, Individual Choice, and Rising Customer Sophistication. In many places across the globe, talent has replaced capital as the largest constraint. And yet, most organizations put little rigor to the decisions regarding people.
The complexity of the talent challenge is reinforced by some compelling labor demographics, i.e., a shrinking working population globally, in the US by 2020, 1.5 million too few college graduates, 5.9 too few American’s with high school degrees. Additionally, there is little alingment of talent mobility (immigration), informational failures in education markers (what to study), lack of incentives to relocate, 70% of business leaders now spending sufficient time on talent.

Since we know there is no reset to what was, organizations must understand the constraints and driving forces to transforming their labor force. The demographic landscape has created a talent shortage. So while the risks to your business strategy are profound, there are things that can be done to get ahead of it.

•       Move from a workforce plan to a workforce strategy
• Identify levers to make changes quickly
•       Align your leaders around workforce needs and skills
•       Force choices in your organization- set real priorities
•       Understand where you need pivotal talent pools and where they are a nice to have – where are the gaps?
•       Identify internal and external risks (impact on business and risks of shortage)

You can begin immediately to mitigate the external factors adversely affecting your organization.


Who Should Participate
Leaders and managers responsible for transforming their organizations for success, and preparing a talent strategy to move their business forward.
What You Will Learn
  • Global Trends impacting organizations across globe
  • Levers to pull to begin executing different ways of thing and behaving
  • Demographics of labor pool- top ten hardest jobs to fill
  • Differences between a talent plan and a talent strategy
  • How to identify a pivotal talent pool
Recommended Resources
"Human Age"- www.Manpower.com "Driving Large Scale Transformation"- Deloitte Consulting " Trends in Worker Requirements and Need for better Information" OECD 2007 "Recovering form a Crisis, A Global Jobs Pact," International Labour Conference, 98th session, Geneva, 2009 Pew Research Center
Communities
Human Resources Management
Staffing and Recruitment
Organizational Development
Workforce Planning and Analytics
High Performing Teams
Strategic HR
Re-Engineering
Organizational Diagnosis
Measurement of Culture and Climate
Diversity
Skills/Competencies
Change Management
Expatriate Selection
Competency Modeling
Labor Trends
Staffing Metrics
Workforce Planning
HR As Consultant
Outsourcing
International and Global HR
Integrated Talent Management
HR in Canada
Presented by
spacer
speaker spacer
Donna DiMenna
DiMenna Consulting Group

View Profile
spacer
Event Sponsors
DiMenna Consulting Group
Donna DiMenna, Psy.D, is President of DiMenna Consulting Group. Consulting Experience Donna is an organizational psychologist and business leader who has led Global HR consulting firms, was Chief HR Officer for a global print/custom graphics arts/e-commerce corporation, as well as led Strategic Workforce Planning at Cargill, a Fortune 250 company. While at PDI, a global HR consulting firm, Donna was the Vice President/GM of the flagship Minneapolis office having responsibilities for both US clients as well as partnerships with global clients in APAC, EMEA. More specifically, Donna was viewed as a global leader in building and delivering innovative leadership programs, executive assessment, and business development. Examples include: Developed an organizational network of skilled coaches for a global financial services company, as well as coached over 150 professionals from mid-level management through C-level executives Delivered leadership development for Hewlett-Packard Company leaders in Bangalore, India Led assessment practices for companies in US, Asia, and Europe, in industries including hi-tech, agribusiness, medical device, and retail Presented workshops and keynote presentations across the US regarding topics such as, Succession Management, Talent Management, Business Agility, Execution and Communication, Change Management, and, Innovative Leadership Development Awarded the Triple Crown for achievements as well as the Distinguished Leadership Award for recognition of bold and collaborative change agent practices Business/Organizational Leadership Experience Donna was the Chief HR Officer of Taylor Corporation, a privately-held global Fortune 250 company, leading HR for 100 Taylor businesses that specialize in manufacturing, print, e-commerce, and custom graphic arts. As a member of the executive team, Donna was charged with creating and executing a vision for human capital strategies linked directly to business initiatives. This included enterprise-wide strategies for Talent Acquisition, Selection, Succession, M&A Integrations, Leadership Development, and Employee Communication. Additionally, Donna acted as a champion of change in assisting CEO and executive team in initiating a cultural transformation that placed greater emphasis on accountability, high performance, integrity, and engagement. At Cargill, Donna led the Strategic Workforce Planning in Cargill’s Food, Ingredient, and Systems (FIS) Platform. This initiative was directed at 5 large business units, leading a talent strategy and implementation of the forecast and supply of talent for critical roles to ensure success of Cargill’s Strategic Intent 2015. Donna’s professional affiliations include SHRM, HRPS, and National Association of Women Executives. Additionally, Donna is an adjunct faculty member for St. Catherine University, and St. Thomas University, both in St. Paul, MN. Education and Training Donna has Master’s and Doctorate degrees in Psychology from the University of St. Thomas in St. Paul, MN. She is a certified executive coach, and has trained in neuropsychology assessment, career assessment, numerous personality, and cognitive assessment tools (CPI, Hogan, FIRO-B, MBTI, Watson Glaser, Wesman, and MMPI). Publications and Appearances Donna co-authored a book in 2000, “Read Two Books and Call Me in the Morning,” published by John Wiley and Sons.
File List
Feedback
Name Comment Rating
Image of Johan Meurling Johan Meurling
Blue Cross and Blue Shield of North Carolina
2 / 5
Poor Presentation
Image of Katie Brisley-Logue Katie Brisley-Logue
YAI/NIPD Network
4 / 5
Very Good Presentation
Image of Ed Gorenak Ed Gorenak
Bramalea Community Health Centre
3 / 5
Good Presentation
Image of Patricia Terry Patricia Terry
Terry Management
3 / 5
Good Presentation
Image of Shannon Lueck Shannon Lueck
Cargill, Inc.
5 / 5
Excellent Presentation
Image of Teri Kwant Teri Kwant
Rsp Architects
5 / 5
Excellent Presentation
Image of Steven Gregory, SWP Steven Gregory, SWP
SuccessFactors
4 / 5
Very Good Presentation
Image of Roger Rosas Roger Rosas
Human Resource Professional
4 / 5
Very Good Presentation
Image of Kimberly Sass Kimberly Sass
Unemployed
3 / 5
Good Presentation
Image of Nick Bakios Nick Bakios
Darden Restaurants Inc.
4 / 5
Very Good Presentation
3 / 5
Good Presentation
Image of Alicia Stingley, MHRM, MBA Alicia Stingley, MHRM, MBA
Roadrunner Transportation Systems, Inc.
4 / 5
Very Good Presentation
Image of Nancy Zoder Nancy Zoder
Oracle Corporation
4 / 5
Very Good Presentation
Image of Amy Rolak Amy Rolak
GFI Software
5 / 5
Excellent Presentation
Image of Kelli Fisher Kelli Fisher
Calgary Board Of Education
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Angel Sarver Angel Sarver
Architectural Components Group, Inc.
3 / 5
Good Presentation
Image of Cynthia Fields Cynthia Fields
State Compensation Insurance Fund
5 / 5
Excellent Presentation
Image of Charles Spinnato Charles Spinnato
Sprint Nextel Corporation
3 / 5
Good Presentation
Image of Martin Oest Martin Oest
true picture europe limited
3 / 5
Good Presentation
Image of Kelly Dages Kelly Dages
General Dynamics Information Systems and Technology Group
3 / 5
Good Presentation
Image of Carrie Ball Carrie Ball
Diebold, Incorporated
3 / 5
Good Presentation
Image of Janice Buehler Janice Buehler
Cedars-Sinai Medical Center
3 / 5
Good Presentation
Image of David Hughes David Hughes
Right Management
3 / 5
Good Presentation
Image of Xochitl Flores Xochitl Flores
Orly International Inc
3 / 5
Good Presentation
Image of Andrea Rogers Andrea Rogers
Missouri Baptist Medical Center
4 / 5
Very Good Presentation
Image of Fay Ross Fay Ross
Ross consultancy UK
3 / 5
Good Presentation
Image of Carla Lorek Carla Lorek
Xerox Corporation (Headquarters)
5 / 5
Excellent Presentation
Image of Bella Maria Aguilar Bella Maria Aguilar
Petrobras America Inc
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Brent Robinson Brent Robinson
Institute For Health And Productivit
4 / 5
Very Good Presentation
Image of Sally Larrabee Sally Larrabee
Process Control Outlet Inc
5 / 5
Excellent Presentation
Image of Rhonda Carey Rhonda Carey
Carhartt Inc
Donna did a wonderful job. I could not tell this was her first time presenting on a webinar. She really provided valuable information. Thank You! 5 / 5
Excellent Presentation
Image of Heidi Sawyer Heidi Sawyer
JobsintheUS.com
First webinar? Never would have guessed excellent job! 5 / 5
Excellent Presentation
Image of McKenzie Mulder McKenzie Mulder
Taylor Corporation
Great Job Donna- It was fun to listen in!! (Mac Mulder) 5 / 5
Excellent Presentation
Image of Angela Dawson Angela Dawson
DIEBOLD INCORPORATED
I felt that the information could have been more meaningful and presented with more correlation to workforce planning on a global scale. 2 / 5
Poor Presentation
Image of fadare funmi fadare funmi
Etisalat Nigeria Limited
4 / 5
Very Good Presentation
Image of Michelle Hamilton Michelle Hamilton
eGov Jamaica Limited
5 / 5
Excellent Presentation
Image of Barathimohan Servai Barathimohan Servai
Almarai Company
Sharing data outside USA market would be useful to global audience. 4 / 5
Very Good Presentation
Image of Charlotte Tweed Charlotte Tweed
Alberta Health Services
Very interesting facts! 4 / 5
Very Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

Do you have any comments that you would like to share about the value of this session?

Please help others considering viewing the archive understand the value of the session. How would you rate this presentation?
Excellent        Very Good        Good        Fair        Bad       

Are you becoming an industry expert? Each One Hour Webcast on HR.com is reviewed and can qualify for an Institute for Human Resources credit. The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert. Each of HR.com’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.
For more information regarding the IHR Certification Program, please click here or visit: http://www.hr.com/en/ihr_certifications/
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."


Sitemap   |   Advertise With Us