Talent Management


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Talent Management

  1. 1. The Essential Elements to Succeed with Talent Management
  2. 2. Agenda <ul><li>Why the Need for Talent Management! </li></ul><ul><li>Essential Elements of Integrated Talent Management </li></ul><ul><li>Key Considerations When Starting a Talent Management Initiative </li></ul><ul><li>Functional Overviews </li></ul><ul><ul><li>i-Recruitment </li></ul></ul><ul><ul><li>Performance Management </li></ul></ul><ul><ul><li>Learning Management </li></ul></ul><ul><ul><li>Compensation Workbench </li></ul></ul><ul><li>Q&A / Summary </li></ul>
  3. 3. Talent Management is … <ul><li>One Part Mindset </li></ul><ul><li>One Part Practices </li></ul><ul><li>One Part Technology </li></ul>Giving Those that Have the Talent Mindset the Capability to Deliver
  4. 4. Gartner: What To Expect From Your System
  5. 5. “ A successful Talent Management integration strategy focuses on simplification and avoidance of redundancy.” Jim Holincheck, Gartner’s lead HCM analyst
  6. 6. Oracle EBS Talent Management Suite A Comprehensive Talent Management System User Productivity Kit Business Process Modeler Collaboration Suite HR Intelligence/DBI Recruiting Performance Management Career Planning Succession Planning Learning Management Compensation Solutions Portal, HR Intelligence, Web-based Self-Service Applications Competency/Profile Management Integration – Single Sign On, Workflow, Warehouse Core HRMS
  7. 7. Example Talent Management Customers “ As we serve global clients in a single, unified fashion no matter the location of delivery, Oracle Learning Management allows us to create consistency in our associates’ knowledge and create a unified company across the 26 operation centers we operate in the USA, China, India, Philippines, Poland, Hungary, Romania, UK,  and Mexico.  We could not maintain our rate of opening a 1,000 employee based office each quarter without these tools.” -- Steve Jolly, Vice President, Genpact &quot;We don’t hire commanding officers, we grow commanding officers. PeopleSoft ePerformance gives us the ability to grow and retain highly talented people.” -- Captain Thomas Broderick, United States Navy
  8. 8. Everyone is concerned about talent.
  9. 9. Demographic Shifts and Workforce Globalization Have Created a War for Talent Aging Workforce + Less Skilled Workforce = Talent Crisis 1990 2000 2010 2020 140 150 160 170 180 190 Projected Gap In Skilled Workers by 2020 15 Million Skilled Jobs Numbers of jobs and workers, in millions (adjusted for multiple job-holding) Unskilled Jobs Work Force
  10. 10. Executives Need Answers to Key Questions <ul><li>Are we retaining the best employees and where did we recruit them from? </li></ul><ul><li>Who are our top performers? How can we hire and develop more people like them? </li></ul><ul><li>Do workers have the skills needed to achieve performance goals? </li></ul><ul><li>Are the learning initiatives positively impacting performance? </li></ul><ul><li>Where is talent demand outpacing supply? </li></ul><ul><li>How much is turnover costing in customers? In productivity? In innovation? In quality? </li></ul><ul><li>What are the financial consequences of talent decisions on our business? </li></ul>
  11. 11. <Insert Picture Here> Essential Elements of Integrated Talent Management
  12. 12. Talent Life Cycle Talent Planning Career Planning Learning & Development Compensation Measure and Report Succession Planning Recruiting Performance Management
  13. 13. Getting Answers Requires Integration Do workers have the skills needed to achieve performance goals? Are we retaining the best workers? Where did they come from? Who are our top performers? How can we hire/develop/retain people like them?
  14. 14. Facts Tell……. Stories Sell…….
  15. 15. Customer Success Profile Bimbo Bakeries USA <ul><li>COMPANY OVERVIEW </li></ul><ul><li>Consumer Packaged Goods Industry </li></ul><ul><li>Location: Ft. Worth, TX </li></ul><ul><li>$1.2 Billion in Revenue </li></ul><ul><li>7,000 employees </li></ul><ul><li>CHALLENGES/OPPORTUNITIES </li></ul><ul><li>Lack of integration between HR, Payroll and Financials </li></ul><ul><li>Duplicate manual data entry </li></ul><ul><li>Wanted an integrated talent management solution </li></ul><ul><li>Difficulty with reporting </li></ul><ul><li>ORACLE E-BUSINESS SUITE      </li></ul><ul><li>Human Resources </li></ul><ul><li>Payroll </li></ul><ul><li>Advanced Benefits </li></ul><ul><li>Self Service </li></ul><ul><li>Talent Management: </li></ul><ul><ul><li>Compensation Workbench </li></ul></ul><ul><ul><li>Performance Management </li></ul></ul><ul><li>Financials </li></ul><ul><li>RESULTS </li></ul><ul><li>Integrated HRMS and Financials eliminated the many manual entries </li></ul><ul><li>Utilization of Employee and Manager self-service increased the accuracy of critical employee data needed for reporting. </li></ul><ul><li>Leveraged Oracle HR and Payroll best practices </li></ul><ul><li>Rolled-out an automated performance management solution </li></ul><ul><li>Advanced Benefits simplified management of complex plans and exportation of date to 3 rd party vendors. </li></ul>February 2007 Source: Xcelicor
  16. 16. Customer Success Profile <ul><li>COMPANY OVERVIEW </li></ul><ul><li>High Technology Industry </li></ul><ul><li>Location: Portland, OR </li></ul><ul><li>4,300 employees </li></ul><ul><li>CHALLENGES/OPPORTUNITIES </li></ul><ul><li>Single source of workforce information </li></ul><ul><li>Strong recruiting functionality </li></ul><ul><li>Global functionality </li></ul><ul><li>ORACLE E-BUSINESS SUITE      </li></ul><ul><li>Human Resources </li></ul><ul><li>Self-Service </li></ul><ul><li>Talent Management </li></ul><ul><ul><li>iRecruitment </li></ul></ul><ul><ul><li>Learning Management </li></ul></ul><ul><li>RESULTS </li></ul><ul><li>Streamlined HR operations with a single, integrated Global system </li></ul><ul><li>Standardized and automated recruiting processes globally </li></ul><ul><li>Reduced ‘Time-To-Fill” vacancies by 7-10 days </li></ul><ul><li>Increased service levels to candidates </li></ul><ul><li>Improved candidate tracking and compliance </li></ul><ul><li>Gained greater visibility into candidate pipelines </li></ul><ul><li>Improved collaboration between recruiters and candidates </li></ul><ul><li>Decreased manual data entry with integrated HRMS solution </li></ul>“ Our recruiting strategy is helping drive growth for our company worldwide.  Oracle iRecruitment has enabled our company to significantly improve our global staffing processes and reduce time to fill.”  CUSTOMER QUOTE: Kathy Gallaway Senior Manager, HR Systems & Payroll Tektronix
  17. 17. <Insert Picture Here> Key Considerations When Planning Your Own Talent Management Initiative
  18. 18. A Show of Hands – Your Entry Point <ul><li>Recruiting? </li></ul><ul><li>Performance Management? </li></ul><ul><li>Learning and Development? </li></ul><ul><li>Compensation? </li></ul><ul><li>Succession / Leadership? </li></ul><ul><li>Workforce Analytics? </li></ul><ul><li>A Combination? </li></ul>
  19. 19. Key Considerations <ul><li>Business Objectives </li></ul><ul><li>Current Application Environment </li></ul><ul><li>Talent Management Strategy and Vision </li></ul><ul><ul><li>Integrated Solution vs. Interfaced Solution </li></ul></ul><ul><li>Implementation approaches </li></ul><ul><li>Business Community Support </li></ul><ul><li>Business Intelligence </li></ul>
  20. 20. Integrated Solution vs. Interfaced Solution <ul><li>Some client feedback… </li></ul><ul><li>Build a complete Talent Management Strategy around a core HR system of record </li></ul><ul><li>Understand the long term impact of interfaced solutions </li></ul><ul><ul><li>Limited business flexibility </li></ul></ul><ul><ul><li>Time, resources, and costs to develop, test, deploy </li></ul></ul><ul><ul><li>Both IT and business resources impacted </li></ul></ul><ul><ul><li>Effort incurred with each application change, upgrade, etc. </li></ul></ul><ul><ul><li>Ultimately, great challenges with reporting and analytics </li></ul></ul>
  21. 21. Business Intelligence <ul><li>What are the critical questions your business will demand answers for? </li></ul><ul><li>How will your ERP platform deliver the information needed? </li></ul><ul><li>What are the dependencies and possible limitation with other applications, such as Financials or other point solutions/ASP/SaaS? </li></ul><ul><li>What are the implications to an interfaced solution versus an integrated solution? </li></ul><ul><li>Begin with the end in mind </li></ul>
  22. 22. Summary <ul><li>Business conditions and labor markets require a focus on talent management via a comprehensive and well-executed HCM strategy </li></ul><ul><li>HCM technology plays a key role to deliver an integrated talent management strategy </li></ul><ul><ul><li>Single, enterprise-wide system with a competency foundation </li></ul></ul><ul><ul><li>Integrated programs and business processes </li></ul></ul><ul><ul><li>Business intelligence </li></ul></ul><ul><li>Development and execution of Talent Management is accomplished in multiple phases, and every firm is at a different point </li></ul>
  23. 23. Functional Overviews I-Recruitment
  24. 45. Functional Overviews Performance Management
  25. 46. Define Individual Goals & Competencies Manager Self Service Manager’s task list
  26. 47. Define Individual Goals & Competencies Setting Objectives Set objectives for individual employees Cascade objectives downwards
  27. 48. Define Individual Goals & Competencies Employee Self Service Only active tasks are enabled
  28. 49. Track Objectives Progress Personal Scorecard <ul><li>View of employee’s scorecard after objectives setting </li></ul>
  29. 53. Functional Overviews Oracle Learning Management
  30. 62. Functional Overviews Compensation Workbench
  31. 69. Total Compensation Statement
  32. 70. A Q &