Strategic Human Resources Planning – Part 2 of 2 (Talent Development and Diversity)

This blog is loaded with lots of useful links – please explore them!

In part 1 (link), published last week, I argued that Human Resources Strategic Planning should be one of the foundational activities for any enterprise since expenditures on people resources are most often the largest expense . In addition, in an increasingly commoditized world, talented people are now most often the differentiating factor in outpacing competition and winning market share. I find it very ironic that many executives do not get this and spend very little time or money developing human resources and leveraging their talent.
HR March 2014
I then summarized an outstanding practical workshop that Molly Hegeman, VP of HR Services for CAI (link) presented at the January monthly meeting of TSHRM (Triangle Society of Human Resource Management.) In this session, Molly defined strategic planning, provided the steps to do it, and highlighted key emerging areas to consider while planning.

In part 2, I will highlight my two areas of consulting expertise and how they fit strategically into Human Resources Planning: talent development and diversity management.

My first area is in employee talent and career development with my innovative Total Engagement Career Mapping services. This is a process that is customized for the individual enterprise to engage employees in longer range career planning. In addition to assisting employees to gain key competencies for their current position, companies should prepare their talent for positions 3, 5 or 10 years down the road and build a robust leadership pipeline. When employees are engaged in meaningful career planning, they are more excited about their work and productivity improves. In addition, companies experience lower attrition and can save millions of dollars in additional recruiting and onboarding costs.

Additional resources:

An online article in ZipRecruiter about his process: How to Attract and Retain Top Talent through Career Mapping.

A blog: Are You Protecting Your Company’s Largest Investment?

A blog: How to demonstrate the business case for investment in employee development

My second area is Diversity Management – I can handle all areas of diversity strategy, program execution and training, with a deep specialty in the LGBT (Lesbian, Gay, Bisexual, Transgender) workplace and marketplace. Companies are increasingly understanding that an organizational diversity strategy is not just simply a good thing to do, but is a critical component for business success. Recruiting top talent from the widest possible talent pool, leveraging diverse talent with innovative ideas, connecting positively with a wide range of community organizations, and reaching out to new diverse markets are all key factors in increase profitability.

An additional resource:

A Blog: Demonstrating a business case for investment in diversity initiatives.

Please feel free to contact me at [email protected] to set up a call to discuss how my expertise in these two areas can benefit your enterprise!

Announcement: Engaging with an Organization Developing A New Generation of Diverse Leaders

One of my passions and core areas of my consulting practice is diversity strategy and execution within organizations. I firmly believe that any organization as well as any city, state, province or country can be stronger and healthier if it truly leverages its complete diversity and brings out the best in every single participant.

In that vain, I am pleased to announce that I have accepted the invitation to be a trustee of a recently formed new nonprofit called “Collegiate Bridges”. The goal of Collegiate Bridges is to execute a crucial component of the Generational Plan of America of the Diversity Place by creating a paradigm shift in the way students from underrepresented populations are recruited by colleges in the US.

Students, such as Nkiruka Emeagwali, a medical student at Meharry Medical College in Nashville, Tennessee who was featured in an America - The Diversity Place online story, can be trained to provide health care to under-served populations

Students, such as Nkiruka Emeagwali, a medical student at Meharry Medical College in Nashville, Tennessee who was featured in an America – The Diversity Place online story, can be trained to provide health care to under-served populations

The Collegiate Bridges will examine ways to increase high school graduation rates among constituencies that are traditionally lower than the national average. If more students can be given the tools and assistance to graduate and later become innovative problem solvers, we can build a stronger nation and economy.

Some of the strategies of Collegiate Bridges will include innovative use of technology to build a unique “Super Internet Portal” and bridging with individuals, families, communities, faith-based organizations and more.

There are many reasons that inhibit our youth from achieving their full potential. I have blogged about one of these reasons, which is bullying. (link to my most recent blog on bullying which includes links to an earlier blog and several resources.)

The founder of Collegiate Bridges is Albert C. Jones, whose other current endeavors include which documented “Stories of America” and “Multicultural Voices Across the Nation” in each of the 48 states in the continental US.

Other confirmed trustees in addition to founder Albert C. Jones and myself include:
• John E. Pierce, Associate VP for Affirmative Action and Diversity Outreach, Creighton University
• Dr. Marcia R. Robinson, Cultural Coordinator, West Las Vegas Art Center
• Dr. Elena Izquierdo, Associate Professor of Teacher Education, University of Texas El Paso
• Dr. Kimberly Fountain, Internal Medicine Physician from Memphis, Tn.

I look forward to working with Albert and this team of trustees to help raise a fully inclusive diverse set of future leaders.