san antonio regional relocation council september 17, 2013

San Antonio Regional Relocation CouncilSeptember 17, 2013

Today’s Talent Management

About Valero - Business

International manufacturer and marketer of:►Transportation fuels►Petrochemical products►Power

10,500 employees 16 refineries – 3 million barrels per day 10 ethanol plants – 1.2 billion gallons per day 50 megawatt wind farm Biomass diesel facility – 9,300 barrels per day

About Valero - Community

131,000 hours of volunteer hours

Valero Texas Open: Benefit For Children

►$10 million in 2013 and $81.5 million since 2002

United Way – highest per capita in nation

MS 150 – Alamo Ride to the River: $1.5 million

Talent Management – Top Concern

Bloomberg January 2013

Talent Management top strategic corporate concernKorn/Ferry March 2013

Harvard Business Review May 2013

Fisher & Phillips, LLP

Talent and the shortage in key skills dominate the concerns of most CEOs2013 PricewaterhouseCoopers CEO Survey

Talent Management DefinedImplementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs

A holistic approach to optimizing human capital, which enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goalsTalent management is an

organization's commitment to recruit, retain, and develop the most talented and superior employees available in the job market

An organization's attempts to recruit, keep, and train the most gifted and highest quality staff members that they can find, afford and hire

Talent Management Defined

Managing the ability, competency, and opportunities of

employees to enhance overall

talent power

Integrated Talent Management

PLAN HIRE DEVELOP MANAGE RETAIN

• Strategic Planning & Organizational Alignment

• Goal Setting

• Workforce Planning

• Recruitment Strategy

• Interviewing & Selection

• On-boarding

• Individual & Team Development

• Management & Leadership Development

• Organizational Development

• Setting Expectations

• Coaching & Feedback

• Performance Management & Evaluation

• Rewards & Recognition

• Career Planning

• Succession Planning

PERFORMANCE

Talent Management ∞ Relocation

Hire – top candidates are rarely local►Spouses, significant others, delayed moves, two for one

hires, etc.

Develop – benefits of multiple location experience, stretch assignments, varied leadership exposure

Retain – matching correct talent to correct position at correct time

PLAN HIRE DEVELOP MANAGE RETAIN

Critical People vs. Jobs

Critical People – efforts focused on identifying key people critical to business success►High potential►Identified successor

Critical Jobs – efforts focused on identifying key jobs critical to business strategy►Key business unit leader►Key customer interface►Key technology expert

DiscussionMore Activity?

Larger Budgets?

Lower Level Approval?

Lower Level Positions?

Interns?

More Policy Exceptions?More Critical to Offer?

Recent Policy Revisions?