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The Talent WAR
“New Paradigms in Corporate Education: Linking Learning to Performance”
By: Professor Miguel Carrillo, Executive Director and Professor of Strategy, UWI-ALJGSB
The Insight
• The ability to take initiative is a far better predictor of high performance on the job than academic record.
Attraction
• The meaning of WORK:– Ability to excel/develop: 74%– Connection with co-workers 41%– Connection to corporate strategy 31%– Community involvement 28%
• What matters when evaluating potential employers?
Source: Kelly workforce index
Attraction
• What matters when evaluating potential employers?– Brand Reputation– Skill acquisition much more important than
advancement– 66% of respondents reported willingness to give
up pay and/or advancement for opportunity to learn new skills
– CULTURE
Source: Kelly workforce index
Keys to Retention
• Remain Relevant : Skill Evolution• Career Development Discussions• Career Path CLARITY and AVAILABILITY• Fight routine• Engagement• Leadership: Admiration + Inspiration
Source: Meta Analysis
Keys to Retention
• RESOURCING CAREERS!
– TRAINING provided by employer: 49%– TRAINING paid by employee: 36%– MENTORING: 27%– ASSESSMENTS: 25%– COACHING:20%
Source: Kelly Global Workforce Index
The Bottom Line of the Talent WAR
• Point 1: Design and Deliver a Great Organizational Value Proposition:– Values– Challenges– Expectation– Great Internal Networks
The Bottom Line of the Talent WAR
• Point 2: Integrate HR into your Business Strategy and Vice Versa:– From Vision/Mission to Purpose– Make a difference Vs Make a Living– ALIGNMENT: Fill the Strategy-Talent GAP
The Bottom Line of the Talent WAR
• Point 3: Managers as HR Managers:– Creators of Behavioral Insights– Keep Talent not only interested but fascinated– Vertical Relations are Key to talent retention
The Bottom Line of the Talent WAR
• Point 4: Know what TALENT DESIRES:– Understand emotional drivers• Autonomy• Engagement: Great Social Capital• Challenge• Realize Potential• Make a significant difference
The ALJGSB Approach to Talent Development
• Our REAL Business is to create value around Performance and Growth in ORGANIZATIONS
• Focus on EXPLOITATION and EXPLORATION
The Ecosystem of Alternative EducationThe ALJGSB Case
Knowledge and
Execution Products
AssessmentCenter
Consulting and Applied Research
Project Management
Customization and Co-creation
Our New Value PropositionThe ALJGSB Case
Performance and
Growth
Diagnostics
Growth Challenges
(Project Focus)
Execution with Accountability
Performance Challenges
(Problem Focus)
ALJGSB: Our Growth Model
I n t e r n a t i o n a l i z a t I o n
A p p l i e d R e s e a r c h
D I a g n o s t i c s
D i g I t a l P l a t f o r m
LONG TERM In-Company Programs Confer
encingOpe
n a
nd
Shor
t Ter
m
Diagnostics as our Growth Platform
• Strategy Audit/Planning Session– Understand the Map with the
Compass of the Organization– Identify gaps in key capabilities– Performance and Growth
Challenges– Initial diagnostic of the
organizational dynamics and level of TMT
– Increase level of trust and open communication
– Co-creation Spaces– Learn the language– Bundle proposals with problems,
plans, and projects
• Assessment Center– Understand the Territory
with individuals and small groups as unit of analysis
– Understand competencies portfolio
– HR Challenges (Succession, Career Path)
– Great space of interaction with HR
– Intimate knowledge of key organizational protagonists
Our NEW ParadigmWe have Two Schools
• A School of Business– Recruit Students– Cyclical Changes in
Curriculum– Rigor and Relevance– Reactive– Academic Centric– Need based
• A School for Businesses– Recruit Companies – Continuous Customization– Relevance and Rigor– Reactive and Proactive– Problem/Challenge Centric– Demand based
Our approach: To serve the Most Demanding and Sophisticated Customers so we can Translate our learning to our students and our research:
CORPORATE CUSTOMER BASE: WALMART, ANSA-McAL, Massy, TSTT, America Movil,Goodard, among others.