1. Strengthening talent pools is beyond HR processes
Talent management
Strengthening talent pools is beyond HR processes

2. What is talent?
Talent means the skill that someone has quite naturally to do something that is hard. Someone who has talent is able to do something without trying hard. (Wikipedia)
Talent is only Talent if you can use it. (unknown)

3. What is talent?
Richard Branson
Founder of the Virgin Group

4. What is talent? Professional competences
Ability to acquire new knowledge
Converting theory into practice
Experience
Education
Personal competences
Personality
Talent
Change resilience
Ability to aquire new knowledge
Hard facts versus soft skills
In our business world we only trust in things we can measure.

5. „The best way to predict the future is to invent it“ Alan Kay „Imagination is more important than knowledge“ Albert Einstein

6. Matching talent with business needs?
Matching talent with business needs
Self awareness (Do you have the right strength to achieve the vision)
Define needs (What is the value proposition to the customers)
Define gaps (what strength do you miss in the team)
Create the road map (across all functions)
Change Management process
Do it (Leading example)

7. Developing talent

8. The ”War” for talents Shortage of talents in the paint industry!
Even bigger shortfalls to come in coming years!
Our competitors are looking to hire talent too…..
How do we differentiate ourselves as an attractive company?
How do we develop and retain our talent?
The importance of leadership: (AND NOT HR)
To get a Talent is one thing. To keep it develop it and finally to utilize the talent for the business another.
How to attract?
How to develop?
How to excite?
How to retain talented employees?

9. Traits by Generations Matures Baby Boomers Gen X Gen Y
>70+ yrs old (Born before 1945)
Baby Boomers
50 – 69 yrs old (1945 – 1964)
Gen X
34 – 50 yrs old (1964 – 1980)
Gen Y
≤ 34 yrs old (1980 and after)
Core Values:
Duty, Honour, Country
Dedication & Sacrifice
Hard work
Conformity, Blending
Unity
Delayed reward
Patience
Focus on job well done
Loyal to organisations
Core Values:
Workaholic
Competitive
Success is largely visible
Optimism
Defined by their jobs
Work ethic = Worth ethic
Personal gratification
Team orientation
Loyal to organisations
Core Values:
Question authority
End of lifelong employment
Individualistic
“Prove it to me”
Independent, Self Reliance
Informality, Fun
Question need to sacrifice
Pragmatism
Loyal to people/boss
Core Values:
Optimism
Individualistic
Group oriented, Sociable
Busy
Focus on simulating stuff
Confidence
Ambitious yet appear
aimless
Loyal to people/boss
TIME
Work ethic is defined
by the punch clock
Visibility is
the key
“What does it matter when I work
as long as I get the job done”
“It’s 5 o’ clock! I have another life to get to”
Source: Marston Communication (Houston)

10. The ”War” for talent, generation Y
Business
Social
Busy for the big picture (XSBU)
Focus on simulating stuff
Confidence
Ambitious yet appear
aimless
Loyal to people/boss
Group oriented
Sociable
Love different cultures
Truly globalized
Private
Optimism
Individualistic
International exposure
How does the “war for talent” differ in high-growth-markets?
Our competitors are not AKZO, PPG, FEIDAL, etc. - our competitors are Apple, Google, Yahoo etc.
Different challenges, different solutions? There is no other solution than sexy up our image as paint industry.
What is attractive to the new Generation Y?
Generation y is a big melting pot. They want it all, exitment, fun, challange, friendship, private life, passion, chearity and they do not ask Why they as Why NOT?
the “globalisation” part; that trend is for businesses to adapt to be working more and more across physical and functional borders AND that Generation Y is very much attracted to being internationally exposed; to different cultures, environments and people.

11. The ”War” for talent, generation Y

12. X HR processes and tools Pipeline model
Most positions does no longer exist when talents arrive
50% of all Talents will no be anymore in the company
Pipeline or carreer is blocked because company sourced from outside
Creating mini me’s does not bring any inovation X

13. HR processes and tools SS Independence (1000 passenger luxury liner)

14. HR processes and tools Portfolio management Needs assessment Sourcing
Diversification
Rebalancing
Needs assessment: Focusing on the needs of the future (Vision) and not on the knows of the past.
Sourcing: Finding the right one and not the best one from the leadership silo.
Diversification: go for variety of futures instead of ONE career path.
Rebalancing: Check performance and needs of your leadership

15. Who’s responsible?
Managers are experts on the business and therefore the needs
HR are the experts on human resources
JOINT Force (Leadership+HR+...+…)
Passion
Networking – not just in business
Continuos change management

16. “The future has many names: For the weak, it means the unattainable
“The future has many names: For the weak, it means the unattainable. For the fearful, it means the unknown. For the courageous, it means opportunity.”
Victor Hugo