1. Human Capital Management Checklist for Success

2. It’s All About People!

3. Human Capital Management System Business Success Talent Management Infrastructure Managing Change Strategic Planning

4. Human Capital Management Drivers Business Success Talent Management Recruiting/Hiring Development Engagement Diversity/Inclusion Mentoring Infrastructure Policies, Procedures Compliance Performance Management Organizational Structure Measurement Managing Change Technology Implementation Process Integration Communication Strategic Planning Workforce Planning Resources Budget Growth/Expansion

6. 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 Participate with the Panelists

7. Patricia Duarte, CEO Decision Insight, Inc. Boston, MA.

8. Patricia Duarte, CEO Decision Insight, Inc. CEO/ Founder Decision Insight, Inc. Organization Development, Transition Management and Executive Search

9. Talent Management is the critical difference…. …it distinguishes companies and is a leading factor of success or failure

10. Vision & Mission is inspiring! Applicant & Employee Engagement Ignite and Align Skills, Interests and Motivations Job and Career Development Talent Management Trends

11. Omari Head, Senior Manager American University Systems Washington, DC

12. “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

13. EQ is responsible for 58% of your job performance 90 % of top performers have high EQ Source: (Schmidt,2012) TalentSmart.com

14. Source:Deloitte,2013

15. Cynthia Rocha, CEO L3-Lifelong Legacies San Antonio, Texas

16. Grandma and Grandpa Saucedo

17. 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

18. 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 AngelouMaya Angelou

19. Donna Stevenson, CEO Early Morning Software, Inc. Prism Compliance.com Baltimore, Maryland

20. 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

21. 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

22. 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 Mistakes come with learning

23. Connie Wright, CEO Charles River CFO Boston, MA

24. 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

25. 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

26. “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” Words of Wisdom

27. 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. Immediate Next Steps