lead the recovery webinar with naomi bloom

BLOOM & WA LLACE

Presented by:Naomi Lee Bloom

Managing PartnerBLOOM & WALLACE

13300-56 So. Cleveland Ave. Ste 404Fort Myers, Florida 33907

(239) 454-7305 phone (239) 454-9187 [email protected]

Twitter @InFullBloomUS Blog http://InFullBloom.US

Preparing To Lead The Recovery

Anyone Can Man The Helm When The Sea Is Calm!

E:\CLIENT\WorkdayHREWebinar11-19-2009.PPT -- 11-16-2009Copyright© 2009 by Naomi Lee Bloom.

BLOOM & WA LLACEPreparing To Lead The Recovery

Thank you to our Sponsor

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www.workday.com



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Overview

The Benefits Of AgeThe Worst Is OverThis Recession Was DifferentPreparing To Lead The RecoveryHRM Recovery PrioritiesHRMDS Recovery PrioritiesFinal ThoughtsQ&A



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The Benefits of AgeThere may be enough $$ left in Social Security to cover Ron and me.There may be enough $$ left in the Medicare fund to cover Ron and me.I may be given a seat (by Ron) on public transit (very environmentally chic).I know that recessions end and winners lead the recovery.

Let’s prepare to be winners!



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The Worst Is OverFinancial markets are improving.Home prices/foreclosure rates/inventory are stable or improving.Job losses and insecurities are lessening.Social network jobs-related traffic is up.Global economy is improving.Bernie Madoff, BIGGEST “Don’t Bee,” is in jail.Regulatory overhaul is in process.No 2nd stimulus/bailout is in sight.



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But This Recession Was DifferentWe saw the downside of the global economy.The extent of the bad debt problem is unknown.Many to most workers are shareholders.We experienced the triple whammy of financial, home price and job losses/insecurities.We “Do Bees” had to bail out the “Don’t Bees.” We watched government deficit and the long term debt explode.Wingnuts now broadcast (yell!) 24/7 the end of our democracy/capitalism/freedom/etc.



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Preparing To Lead The Recovery

Bloom & Wallace: Took some vacation time last summer to regain perspective/sense of humor;Updated our KSAOCs, business and marketing strategies, adjusting to a new business environment;Just launched InFullBloom.US and; andSupported the recovery of US manufacturing by ordering a new boat.



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Preparing to Lead The RecoveryOvercome our own job/financial concerns.Invest in our own KSAOCs.Invest in our professional networks.Focus on our current employment, contract, or job hunt and outperform.Invest in our personal networks -- family, friends, and communities.Invest in our non-work interests -- it’s amazing how much we learn from them even as they feed our souls.



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Preparing to Lead The Recovery

Action #1 -- future-proof personal finances -- spending less than you make is the new normal.

Action #2 -- future-proof our good health and fitness -- no point in #1 if you’re not able to enjoy life.

Action #3 -- future-proof our careers -- the right KSAOCs, including great work habits, are key to your future success.



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HRM Recovery PrioritiesStudy the business and listen to our customers -- what do they need to seize the recovery opportunities? To manage their workforce in uncertain times?Retain/engage/reward/develop/support/etc. the KSAOCs and people who drive business outcomes.Deploy organizational KSAOCs, total comp spending, and HRM work to their most valuable, business outcome-driving uses.



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HRM Recovery Priorities

If headcount/labor cost reductions are still needed, minimize their impact on:key roles (re: lost productivity);key people (re: lost KSAOCs and bench

strength);aggregate KSAOCs (re: lost capability to

grow, seize opportunities); andorganizational/cultural capabilities (re: lost

productivity, engagement, etc.).



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HRM Recovery PrioritiesBuild decision-making under uncertainty, risk management and ROI thinking into every HRM practice/plan/program design and into all HRM decision-making.Stop doing low value HRM work -- focus on what matters, reduce demands of what doesn’t.Assess and mitigate costs/risks -- match mitigation, including compliance, investments to the most important/likely scenarios, especially those of regulatory activism and managing the workforce in uncertain times.



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HRM Recovery PrioritiesInvigorate the organizational culture. Clear the cultural, organizational, political, behavioral, program design, KSAOC and any other barriers to achieving HRM and business outcomes -- and you must take risks to do this since every barrier has a champion.

Celebrate the positive -- new partners, sales, products, people, media attention, and outcomes.



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HRM Recovery Priorities

Action #4 -- not all roles/workers are created equal, so focus limited (HRM) resources on those roles/people that drive business outcomes -- take the CEO perspective.

Action #5 -- not all HRM policies, programs, practices and work products are equally valuable -- clear the underbrush of those which don’t drive business outcomes.



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HRMDS Recovery Priorities

Study the business and listen to our customers -- what do they need to seize the recovery opportunities?Use those needed business outcomes and HRM capabilities to plan for and make strategic decisions about the future state of our HRMDS -- platform(s), user experience, operating model, governance, and the real business outcomes-based business case for any needed investments.



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Use the “great recession” and “new normal” as the burning platform to make real progress on the integrated processes, analytical and data design foundations of talent management.Upgrade our system-of-record (SOR) for lower cost, agility, regulatory activism, talent management data foundations, actionable analytics, intelligent self service, social capabilities, and much more.



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HRMDS Recovery PrioritiesUse the “great recession” and “new normal” as the burning platform to:Reduce the number/complexity of the HRMDS’

moving parts, vendors, and work products;Standardize where variations can’t be justified;Move past regulation/custom as an excuse; Outsource processes and work products where we

can get a great combination of cost/risk/results; Assess/mitigate HRMDS risks, including the risks of

very “personal” HRMDS components;Seize HRMDS opportunities, to include automating

quickly and on the “cheap;” andStop doing low value HRMDS work.



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Action #6 -- make sure we have frequent backup data from all SaaS/ITO/BPO vendors and that we know how to use it.

Action #7 -- make sure we have documentation (embedded is best) and cross-training for key HRM/HRMDS components, especially for those that are “home-grown” and/or very “personal” -- and that we’re not overpaying for those components.



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Action #8 -- make sure we have a business outcomes-driven HRMDS strategy, action plan, business case and needed KSAOCS.

Action #9 -- make sure we have a “hit list” of high impact (not just low cost) HRMDS improvements -- and get them done ASAP.



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Final Thoughts

Take care of ourselves first so that we’re able to lead in the recovery -- just like in the FAA’s oxygen mask rules.Necessity really is the mother of invention --this principle guides every successful business, individual and team, in good times and bad.*KSAOCs matter, for us and for our organizations. * A principle introduced by Plato in

the dialogue Republic.



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Final ThoughtsI’m repeating myself for emphasis: enhance talent data and process foundations, push HRM data/process standardization and rationalization, make self service the only service, and get your system of record in order.Turn off the wingnuts -- civilization as we know it is not coming to an end except in the minds of some talk show hosts.Don’t miss the recovery -- it’s happening even as we speak.



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Final Thoughts -- Without The Singing!

The sun'll come out Tomorrow Bet your bottom dollar That tomorrow There'll be sun! Just thinkin' about Tomorrow Clears away the cobwebs, And the sorrow 'Til there's none! When I'm stuck a day That's gray, And lonely, I just stick out my chin And Grin, And Say, Oh The sun'll come out Tomorrow So ya gotta hang on 'Til tomorrow Come what may Tomorrow! Tomorrow! I love ya Tomorrow! You're always A day A way!

Music by Charles Strouse

Lyrics by Martin Charnin



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Q&A



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Thank You



Visit www.workday.com/events.php:

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Upcoming Webinars:

December 2 - Workday and InformationWeek Webcast: The Future of Software

Featuring:Aneel Bhusri, Co-Founder & President, WorkdayRay Wang, Partner, Altimeter GroupDavid Smoley, Senior Vice President and Chief Information Officer, Flextronics International

December 8 - Predict and Prepare Webinar: Is Your HR Solution Ready for 2010?

Featuring:Jason Averbook, CEO Knowledge InfusionNaomi Bloom, Managing Partner, Bloom & WallaceRay Wang, Partner, Altimeter Group

lead the recovery webinar with naomi bloom

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