Awakening to a new world: After the Great Recession

• The world is now much more global and interdependent
• Mobile, social, and cloud computing continue to explode
• Critical new skills are scarce—and their uneven distribution around the world is forcing companies to develop innovative new ways to find people, develop capabilities, and share expertise
• Demographic shifts are creating a diverse, multigenerational workforce
• Global social, political, and regulatory shifts are changing the focus of business
• Technology is changing how we work and the skills we need

A time for action

Three key areas of strategic focus

Lead and develop:

1. The need to broaden, deepen, and accelerate leadership development at all levels;
   Leaders at all levels: Close the gap
2. Build global workforce capabilities
3. Re-energize corporate learning by putting employees in charge
4. Fix performance management
5. Redefine Corporate learning: Prepare for a revolution
6. Put Talent analytics in practice: Go from talking to delivering on big data
7. From diversity to inclusion: Move from compliance to diversity as a business strategy
8. Race to the cloud: Integrate talent, HR, and business technologies

Attract and engage:

1. The need to develop innovative ways to attract, source, recruit, and access talent;
   Talent acquisition revisited: Deploy new approaches for the new battlefield between hype and readiness
2. Drive passion and engagement in the workforce
3. Use diversity and inclusion as a business strategy
4. Find ways to help the overwhelmed employee deal with the flood of information and distractions in the workplace
5. Beyond retention: Build passion and purpose
6. The quest for workforce capability: Create a global skills supply chain
7. The overwhelmed employee: Simplify the work environment

Transform and reinvent:

1. The need to create a global HR platform that is robust and flexible enough to adapt to local needs
2. Re-skill HR teams; The re-skilled HR team: Transform HR professionals into skilled business consultants
3. take advantage
4. Performance management is broken: Replace “rank and yank” with coaching and development
5. The global and local HR function: Balance scale and agility

At Pathfinders, we are discussing ways and means to implement the above. Join us.

Suresh Shah, Pathfinders Enterprise