Taleo WORLD 2009 Keynote

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Taleo WORLD 2009 Keynote presentation by Michael Gregoire, Chairman & CEO.

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  • Good morning and welcome to Taleo World. Here we are with the planet’s biggest network of talent management experts in one place. You’ve all heard the saying “What happens in Vegas stays in Vegas.” But, we’re going to break with that tradition. The people is this room have the power to set of the future of talent management. Let’s harness and share that power. Regardless if you are joining us today from as far away as Singapore or Australia as are folks here from Seagate and Qantas -- or just down the street, like local customers from Palms Casino Resort and from Station Casinos, I challenge you to take advantage of Taleo WORLD and participate in the wealth of idea sharing, networking, and partner access we have here. Do not leave it in Vegas. Build on this powerful community. Of course, what you do outside of this conference may be better left in Vegas…With what you learn at Taleo WORLD you will be prepared to embark on the mission of personal and company growth in a new age of HR, The Age of Talent.
  • Today, I want to discuss with you this new era: The Age of Talent. -First, the business imperative of focusing on talent. <CLICK> -Second, the challenges and opportunities you face in The Age of Talent.<CLICK> -And third, how Taleo will support your success by continuing to deliver innovative products and leveraging the power of ideas, connections and solutions you’re getting here at Taleo WORLD to you online, 365 days a year.<CLICK>First comes the business imperative. Every age has a key business advantage that leads companies to succeed. In the Age of Talent, people have become the new core strategic advantage. Companies that best leverage their people, will succeed. Often in business, you follow the money for success, but today’s money is not following this business imperative. Now the shift of resources, particularly IT investment, needs to catch up to the business imperative.Let me expand on this idea.
  • Today, I want to discuss with you this new era: The Age of Talent. -First, the business imperative of focusing on talent. <CLICK> -Second, the challenges and opportunities you face in The Age of Talent.<CLICK> -And third, how Taleo will support your success by continuing to deliver innovative products and leveraging the power of ideas, connections and solutions you’re getting here at Taleo WORLD to you online, 365 days a year.<CLICK>First comes the business imperative. Every age has a key business advantage that leads companies to succeed. In the Age of Talent, people have become the new core strategic advantage. Companies that best leverage their people, will succeed. Often in business, you follow the money for success, but today’s money is not following this business imperative. Now the shift of resources, particularly IT investment, needs to catch up to the business imperative.Let me expand on this idea.
  • The Age of Talent is all about the people. It is all about the people being viewed, treated and developed as appreciating assets. Here is this room we already know this is a priority. But we all also know, unfortunately, that is not always a company’s priority. A little perspective on why it needs to be at the top of the business agenda….
  • Today, one quarter of employees have been with the company less than a year.
  • And more than half have been there less than 5 years.
  • Churn and replacement is tough—and expensive. But the quiet killer of a company’s competitive advantage is lack of engagement. Only one fifth of today’s employees are actively engaged in their work. Think of this another way: 70% of your costs are on your people. 80% of THAT cost, or 56% of your total costs, is on staff that are not passionate about what they are doing. Can you afford to gamble with well over half of your costs?Moving into The Age of Talent, there is one business certainty: companies that truly understand and engage their best employees will be better set up to compete, innovate, and succeed in the new era.
  • The problem we face is more complex: business cycles moves faster than the people, processes, and systems we have in place.[Click] Therefore, there is an impedance mismatch, trying to fit a square peg into a round hole, between the requirements of the Talent Age and our current way of doing business. Let’s take a look at this from the top, and how our companies’ business models can evolve to better meet the speed of business.
  • Some companies, such as manufacturers, found great success with the static business model. This model works best with rigid processes and operations to align supply with demand forecasts. But, this model also creates its own challenges, for example:[CLICK TO ADD LIST]-Bureaucracy emerges as the number of people administering the system often eclipses the number of people doing the real work.-Creativity and efficiency often work against each other. People become too comfortable in an efficient process to push for something new.-Collaboration is hindered when partnerships require complex integration due to arcane systems. In this model, the focus is on keeping people efficient. Talent as a commodity. The only way for talented people to grow their skill set is often to leave the company.In The Age of Talent, successful companies are evolving their business models to be more agile. These companies have completely different operating characteristics. [CLICK TO ADD LIST]-Disruption is expected. They’ve built cultures and systems to deal with unanticipated events.-Flexibility allows employees to deal with exceptions. And those exceptions can be growth opportunities.-Collaboration is pervasive both within and outside companies. This model is built on platforms, cloud computing, integrations, interconnectivity, and openness.
  • Think of companies like our audit customers, PWC, E&Y, and Deloitte. In the account business agility is essential because account rules change constantly.HP recently purchased EDS, not for technology but for people.And Starbucks, I just heard on the news has changed their plans to close stores because the economy is turning around.These companies are using agile business models and talent rules.Talent is the primary form of innovation and growth. And engaging talent is about on the job training, experimentation, and situational instruction in real-time. In today’s economy, there are key telling indicators signaling a new perspective on talent management.
  • The first indicator is the media spotlight. Talent-related press coverage has exploded. A company’s -bonuses-succession plans-and layoffs are ever more visible. Like it or not, this has forced talent management onto the boardroom and C-suite agendas. Press coverage is telling of The Age of Talent.
  • The last indicator is research that clearly connects well-managed talent to well-managed businesses. In a study conducted by research firm Bersin and Associates, companies using excellent talent management prospered. These top companies, which represent 5% of the 773 organizations surveyed, had developed clear talent management strategies and had mature and integrated processes in place. You can see from the numbers on the slide that these companies had higher revenue, less turnover, and less layoffs. I know there are people in this room that have seen this kind of improvement—or more.
  • One example is Qantas. Qantas has been using Taleo as part of their talent management strategy and has save $5.3 million dollars in just over six months.The connection between employee performance and business performance is telling of The Age of Talent. This is good news. The transition to The Age of Talent is happening now. But, as I indicated earlier, transitions can be troublesome for some companies.
  • There is a step in the transition that has yet to be addressed. That step is allocation of technology investments toward talent management.It is a stumbling block in the movement to The Age of TalentIn this era, there is a clear discrepancy between the priority of people and the dollars being spent to support talent management.[CLICK] -According to market analysts, 98% of IT spend is on ERP-related systems to manage assets and only 2% is spent on systems to manage people.This problem needs to be addressed before we can successfully move in to The Age of Talent.
  • This problem needs to be addressed with a shift in dollars toward talent management. People are the priority. However, when it comes to technology spend, the numbers tell a very different story.Consider this: [CLICK] The average annual salary in the U.S. is $47,000 and the minimum wage salary is $15,000.On average, [CLICK] US companies spend a whopping $12,000 per user, per year on ERP systems.By contrast, [CLICK] they invest a ridiculously small amount, about 10 bucks per staff member, on talent management. With level of discrepancy, you can not get your company to where you need it to be. In The Age of Talent, the dollar spend needs to shift to match the priority.
  • And, let me be clear that the answer is not more ERP features. ERP was designed to manage fixed assets, not intangible assets. ERP may be able to give you some data about your people, but not the information you need in an agile business model where people are the core strategic advantage. For example, with ERP you can quickly find out the number of laptops designated for your workforce. But, you can’t tell which employee using a laptop will help design you company’s next big breakthrough product.Most companies have over-invested in their ERP systems, and massively under invested in the technology to manage their most important asset – their people.
  • It is clear there is a strong business imperative to prioritize talent and that dollars need to be reallocated to match the business imperative.[Click] So the question is how do you help your company make this necessary shift to succeed in The Age of Talent?That brings up my second main point of the morning, the challenges and opportunities you face. The fact of the matter is HR is going to change, the only question is the velocity of that change.The drivers for change are coming from the top and from the bottom, forcing a tight squeeze on the operating model of HR. From the top, your CEO needs key talent for competitive advantage and business growth. From the bottom, you are getting squeezed from the volatile workforce, frustrated with their lack of engagement in the company and their inability to grow in their careers. But, what an opportunity for those companies quicker to react than others. You sit in a place where you can significantly increase the success of your company by embracing the new Age of Talent and focusing the business on your core strategic asset, your people.
  • It is clear there is a strong business imperative to prioritize talent and that dollars need to be reallocated to match the business imperative.[Click] So the question is how do you help your company make this necessary shift to succeed in The Age of Talent?That brings up my second main point of the morning, the challenges and opportunities you face. The fact of the matter is HR is going to change, the only question is the velocity of that change.The drivers for change are coming from the top and from the bottom, forcing a tight squeeze on the operating model of HR. From the top, your CEO needs key talent for competitive advantage and business growth. From the bottom, you are getting squeezed from the volatile workforce, frustrated with their lack of engagement in the company and their inability to grow in their careers. But, what an opportunity for those companies quicker to react than others. You sit in a place where you can significantly increase the success of your company by embracing the new Age of Talent and focusing the business on your core strategic asset, your people.
  • The primary challenge you have is understanding how to get the best talent in to your company then engage and develop that talent. Simple, right? Ok, easier said than done. -To find your best people you need to have visibility – both inside your company and out. You can’t just know a person’s title, salary, and benefits. You need to know his or her contributions, skills, and track record.-To keep people, you need to provide them with access to information, opportunities and incentives. You need to, likewise, provide managers with tools to engage and better influence them by understanding their motivations, ideas, passions….and even their potential for leaving.-Finally, you also need to be flexible to adapt to new business challenges with the right people, process and systems that can adapt with you. To meet the challenges in The Age of Talent, HR must have visibility, influence, and flexibility.
  • Over 60% of North Shore’s costs are on their people and talent management a key business priority. There is a tight correlation between employee satisfaction and patient satisfaction, as well as patient well-being. One of the issues that North Shore faced was the gap between the skills of available critical care nurses and the organization’s needs. New graduates had decreased 10-20 percent. Using Taleo analytics they also found that the turnover rate for critical care nurses was 63%. To address this problem, North Shore developed a fellowship that paired new critical care nurses with experienced nurses for the first six months of employment. The turnover rate dropped to 13%. It was so successful that the program was expanded to emergency and pediatric nurses.Another improvement made by North Shore was using Taleo Performance management solution to better align the company goals and performance to each site’s performance and even individual’s performance. They developed a cascading goals scorecard so that each employee could see how their personal performance directly related to the success of the organization.In fact, the benefits of excellent talent management have gone straight to the bottom line at North Shore. Chief Talent Officer, Joe Cabral, credits talent management process and technologies with a <CLICK> 25 million dollar operating margin increaseNorth Shore is an example of a company creating visibility, influence, and flexibility through talent management.
  • Hyatt hires 6,000 new college graduates each year for its successful Corporate Management Trainee program. Hyatt has been an early advocate of social networking to optimize it’s access to graduates. Once top candidates are identified by Hyatt using Taleo, Hyatt creatively uses social networking technology to build relationships with them and to extend its brand for future crops of new management hires. One example: a hugely popular video challenge asking trainees to post their Hyatt experiences on YouTube. That program alone garnered 50,000 hits. Imagine the free advertising for the next group of bright Hyatt stars.Hyatt is also among the early users of our new Taleo Anywhere functionality to enable “always-on” access. With Taleo Anywhere, RSS feeds power current opportunities on both external and internal websites. For example, a Hyatt sales person sees a customized page listing the 5 most recent –and relevant-- open positions Hyatt has posted in Taleo. Hyatt is an example of a company creating visibility, influence, and flexibility through talent management.
  • North Shore and Hyatt are just two examples of the many Taleo customers that have already grasped the opportunities of the Age of Talent and are fostering success with flexibility, influence, and agility. <Click>Now let me tell you what will Taleo do to help you meet the needs of The Age of Talent.At Taleo, we recognize that your success is our success. We are committed to supporting you with complete technology solutions and by developing a strong community.
  • North Shore and Hyatt are just two examples of the many Taleo customers that have already grasped the opportunities of the Age of Talent and are fostering success with flexibility, influence, and agility. <Click>Now let me tell you what will Taleo do to help you meet the needs of The Age of Talent.At Taleo, we recognize that your success is our success. We are committed to supporting you with complete technology solutions and by developing a strong community.
  • We’ve listened to your feedback. We’ve conducted our own research and leveraged independent research. We have created solutions that match the requirements of an agile business model. Solutions for the Age of Talent, giving you visibility, influence, and flexibility.Today I am thrilled to have you be the first to hear about our product advancements. News you will hear about in detail from Dave Burlington who speaks next and from Mike Boese who is presenting tomorrow.Here at Taleo WORLD we are celebrating our 10th anniversary. We are celebrating all of our customers who have helped us learn, grow, and continue to innovate. And, we are ushering in a new decade with a set of game-changing announcements for the talent management industry.
  • Announcing . . . Taleo 10. Taleo 10 is the fast, social, and mobile Talent Management software solution for companies of all sizes. Taleo 10 encompasses all of our robust products, plus the community-building Talent Grid. First, new product highlights added to the strong existing solution include:For the Enterprise---Our new version of Taleo Recruiting that is so easy everyone in your company will adopt it.-A new Development Planning module for better day-to-day learning.-And Taleo Anywhere for access to Taleo 10 applications where ever and whenever they are needed.-These are all in addition to a game-changing Performance Management application and a Compensation solution that sets us apart from the market.For SMBs—-Since last year’s Taleo WORLD, we’ve also filled out our suite for the SMB market, adding Performance Management, Onboarding and, this week, we’re announcing a Compensation solution.NOTE: WE MADE BE ADDING NEW SLIDE FOR WWC.
  • Second, The Talent Grid completes Taleo 10 with community solutions.We have a new handle on the cloud just for you: a cloud community specifically for Talent Management. We call it the Talent Grid. You heard us talk about our strategy for it last year at Taleo World. And now it is a reality.The Talent Grid extends the power of our products and platform with three online exchanges:-The Knowledge Exchange. Think of it as Facebook for Talent Management. It is an online community for networking, content and collaboration.-The Solutions Exchange. Think of it as the Apple App Store for Talent Management. One stop for the world’s best content and solutions.-The Talent Exchange. Think of it as eBay for Talent Management. A central site for candidate sourcing.Taleo10 meets the needs of The Age of Talent, giving you Visibility, Influence, and Agility. Lets look at each of these three requirements and how we support them.
  • Taleo 10 gives you visibility into your talent.The ability to measure and track what you have and what you don’t have is very easy to do with fixed assets and financial systems because they are all tangible assets. It is tougher to do with people because they possess intangible assets like skills, experiences, career interest, levels of engagement, and motivation. Taleo’s strategic Talent Management system provides visibility into critical talent attributes. We tell you where you are strong, where you are weak, and where you are exposed or have high risk. We provide a holistic, unified view so you can better source, understand and engage your best talent.
  • Taleo 10 allows you to influence your talent. Companies need a system that can guide the workforce to perform the right tasks, support broader corporate objectives, and be engaged at their highest possible performance level. Taleo is built to be super easy, so it gets used. It touches every employee across the organization and allows them access anywhere, anytime. It is designed to engage your workforce on a social and personalized level with applications that make their jobs easier, enhance their careers, and help them realize their full potential.
  • Taleo 10 gives you flexibility. If a company is not flexible, it can’t grow in today’s economy. Workforces are volatile and business cycles change ever more rapidly. Companies need a system that keeps with the pace of change. Because Taleo is 100% on-demand, deploys in weeks, and is highly configurable, it allows you to be agile
  • And we know how key flexibility is to customers like:-JP Morgan Chase who used Taleo a year ago when it bought Bear Sterns. They on-boarded 1,700 employees in one day.<CLICK>-Macy’s who uses Taleo to be agile around each holiday hiring season. They scheduled 300,000 interviews over a few weeks last winter.<CLICK>-TeleTech, who hired and deployed 4,000 people in ten days to respond to the Hurricane Katrina disaster.It is through offering your company visibility, influence, and flexibility that Taleo will help you succeed in the Age of Talent.
  • And we know how key flexibility is to customers like:-JP Morgan Chase who used Taleo a year ago when it bought Bear Sterns. They on-boarded 1,700 employees in one day.<CLICK>-Macy’s who uses Taleo to be agile around each holiday hiring season. They scheduled 300,000 interviews over a few weeks last winter.<CLICK>-TeleTech, who hired and deployed 4,000 people in ten days to respond to the Hurricane Katrina disaster.It is through offering your company visibility, influence, and flexibility that Taleo will help you succeed in the Age of Talent.
  • And we know how key flexibility is to customers like:-JP Morgan Chase who used Taleo a year ago when it bought Bear Sterns. They on-boarded 1,700 employees in one day.<CLICK>-Macy’s who uses Taleo to be agile around each holiday hiring season. They scheduled 300,000 interviews over a few weeks last winter.<CLICK>-TeleTech, who hired and deployed 4,000 people in ten days to respond to the Hurricane Katrina disaster.It is through offering your company visibility, influence, and flexibility that Taleo will help you succeed in the Age of Talent.
  • It is through complete talent management solutions and building an even stronger talent management community that Taleo will help you succeed in the Age of Talent.As more of your companies’ leaders realize the importance of talent as the key business imperative, they will be knocking on your door. We want you to be ready with everything you need to be part of the growth strategy for your business. And to drive good people into your organization and keep them there.
  • In summary:Your companies need to grow by prioritizing peopleYour budgets need to be better leveraged to grasp opportunityYour futures can be charted now, in how you make the transition to the Age of Talent. Taleo is here to guide your transition. Welcome to The Age of TalentAnd welcome to what I hope will be an unforgettable experience with Taleo here in Vegas. An experience that you won’t want to leave in Las Vegas.
  • Taleo WORLD 2009 Keynote

    1. 1. Welcome to The Age of Talent<br />Michael Gregoire, Chairman & CEO<br />Taleo WORLD 2009<br />
    2. 2. We’ve entered a new era: The Age of Talent<br />
    3. 3. We’ve entered a new era: The Age of Talent<br />
    4. 4. Optimizing talent is a top business imperative.<br />
    5. 5. Optimizing talent is a top business imperative.<br />
    6. 6. Employees are an appreciating asset. <br />
    7. 7. 1 of 4 employees have been there less than one year.<br />
    8. 8. 2 of 3 employees have been there less than five years.<br />
    9. 9. Only 2 of 10 employees are actively engaged.<br />
    10. 10. Business changes faster than people, processes, systems.<br />
    11. 11. Accelerating business velocity drives agile business model.<br />Static Business Models<br /><ul><li>Bureaucracy
    12. 12. Stifled Creativity
    13. 13. No Collaboration</li></ul>Agile Business Models<br /><ul><li>Disruption
    14. 14. Flexibility
    15. 15. Collaboration</li></li></ul><li>In agile business, talent rules!<br />
    16. 16.
    17. 17. CEO’s state talent management as top business issue.<br />(PWC Survey, 2009)<br />97<br />
    18. 18. CEO’s state talent management as top business issue.<br />(PWC Survey, 2009)<br />97<br />Access to, and retention of, key talent<br />
    19. 19. Research shows benefits of excellent talent management.<br />41%<br />28%<br />17%<br />26%<br />$<br />$<br />$<br />less turnover in high performing staff<br />less likely to have had a major (10%+) layoff<br />more revenue per employee<br />less voluntaryturnover<br />
    20. 20. Qantas benefits from excellent talent management strategy.<br />$5.3M<br />Savings in 6 Months<br />
    21. 21. Talent management needs more IT resources.<br />
    22. 22. Ratio of dollars spent needs to be adjusted toward talent.<br />$47,000<br />$15,080<br />$12,000<br />$10<br />Average Salary<br />Annual $/Employee Spent on Talent Mgt Solutions<br />Annual Salary at Minimum Wage($7.25/hr)<br />Average Annual Cost/User for ERP<br />Sources: US BLS, “Cloud: 7 Clear Business Models”, Timothy Chou<br />
    23. 23. ERP is not the right solution for talent management.<br />
    24. 24. In the Age of Talent, you face new challenges and great opportunity.<br />
    25. 25. In the Age of Talent, you face new challenges and great opportunity.<br />
    26. 26. Your challenge is to find and keep the best people.<br />VISIBILITY<br />INFLUENCE<br />FLEXIBILITY<br />
    27. 27. Taleo customers are world class.<br />Manufacturing<br />Energy & Mining<br />Media & Entertainment<br />Telecomm<br />Transportation<br />Healthcare<br />Technology<br />Hospitality<br />Retail<br />Financial Services<br />Healthcare<br />Technology<br />Hospitality<br />Retail<br />Financial Services<br />Financial Services<br />Financial Services<br />Financial Services<br />Pharmaceutical<br />Services<br />Consumer Goods<br />Public Sector<br />
    28. 28. Manufacturing<br />Energy & Mining<br />Media & Entertainment<br />Telecomm<br />Transportation<br />Manufacturing<br />Energy & Mining<br />Media & Entertainment<br />Telecomm<br />Transportation<br />Healthcare<br />Technology<br />Hospitality<br />Retail<br />Financial Services<br />Taleo customers are world class.<br />Financial Services<br />Financial Services<br />Financial Services<br />
    29. 29. Manufacturing<br />Energy & Mining<br />Media & Entertainment<br />Telecomm<br />Transportation<br />Healthcare<br />Technology<br />Hospitality<br />Retail<br />Financial Services<br />Financial Services<br />Financial Services<br />Financial Services<br />Financial Services<br />Pharmaceutical<br />Services<br />Consumer Goods<br />Public Sector<br />Taleo customers are world class.<br />Pharmaceutical<br />Services<br />Consumer Goods<br />Public Sector<br />
    30. 30. North Shore LIJ addresses the talent gap.<br />
    31. 31. Hyatt embraces social networking for talent management.<br />
    32. 32. Taleo supports you with technology and community.<br />
    33. 33. Taleo supports you with technology and community.<br />
    34. 34. Taleo supports the requirements for The Age of Talent.<br />VISIBILITY<br />Just for People<br />INFLUENCE<br />Walk-Up & Social<br />FLEXIBILITY<br />Built for Change<br />
    35. 35. TALEO ANYWHERE<br />TALEODEVELOPMENT<br />TALEO RECRUITING<br />TALEO ANALYTICS<br />TALEO COMP FOR SMB<br />MY TALEO<br />TALENT GRID<br />
    36. 36. Announcing…<br />Recruiting<br />Performance<br />Compensation<br />
    37. 37. Announcing…<br />Recruiting<br />Performance<br />Compensation<br />
    38. 38. The Taleo Talent Grid powers community of world’s best talent management domain expertise.<br />
    39. 39. 1<br />VISIBILITY<br />Just for People<br />Unified talent management<br />Skills & competencies<br />Person-centric<br />
    40. 40. 2<br />1<br />INFLUENCE<br />Walk-Up & Social<br />VISIBILITY<br />Just for People<br />Contextual help<br />Talent Grid feeds<br />RSS, social network, & mobile access<br />
    41. 41. 2<br />3<br />1<br />INFLUENCE<br />Walk-Up & Social<br />FLEXIBILITY<br />Built for Changes<br />VISIBILITY<br />Just for People<br />Centralized configuration<br />Self-service<br />
    42. 42. 1700<br />Onboarded<br />
    43. 43. 300K<br />Interviews<br />
    44. 44. 4000<br />Hired in ten days<br />
    45. 45. Taleo’s Talent Management solutions supports your success.<br />
    46. 46. Welcome to the Age of Talent.<br />

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