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Zogan Opperman Acsa 10 June 09
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Zogan Opperman Acsa 10 June 09

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Getting it right - talent management at ACSA

Getting it right - talent management at ACSA

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  • Good day Ladies and gents, Thank you for the opportunity to present to you what we do at ACSA. Because of time constraints I will skip the company history and profile. I am Zogan Opperman currently dealing with Performance and Talent Management. Please note that I am not a Technocrat but I am the end user of the technology that is currently available.
  • Transcript

    • 1. HUMAN CAPITAL MANAGEMENT USING Web 2.0 TECHNOLOGY TALENT MANAGEMENT 10 June 2009 PERFORMANCE & TALENT MANAGEMENT GROUP SPECIALIST :ZOGAN OPPERMAN
    • 2.
      • Terminals
      • Mainframes
      • Flat files
      • Cards/codes
      • Proprietary
      • Inflexible
      • COBOL
      • Data
      • PCs
      • Internet
      • Multi-media
      • Ecosystem
      • Self-service
      • Object-based
      • Predicting
      • GUI
      • Networks
      • SQL
      • Realtime
      • Open
      • Migrateable
      • Adaptable
      • Reporting
      • Portals
      • Web Services
      • Multi-device
      • Intelligent
      • SaaS
      • Components
      • Data-mining/predictive
      Mainframe Client/Server Web 1.0 Web 2.0 THE EVOLUTION OF HCM TECHNOLOGY.
    • 3. Today’s Technology Environment Web 2.0 Yesterday’s Technology Platform Web 1.0 versus SQL / Relational Componentized / OO Development Customization / Coding Composition / Orchestration Implementation Perpetual License On Demand / SaaS Pricing/Delivery Standalone / Within 4 Walls Integrated / Extended Network Business Perspective Hardwired / Monolithic Web Services / SOA Environment Process Efficiency Business Effectiveness Primary Value Return on Investment Total Cost of Ownership Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY…
    • 4. Today’s Business Imperative Work 2.0 Yesterday’s Business Agenda Work 1.0 versus Transactions Business Events System of Record Hierarchical Collaborative Organization Episodic / Serial Constant / Simultaneous Rate of Change Skills & Expertise Tacit Knowledge Business Perspective Back Office Everyone Automation Physical Assets People Assets Primary Value Bottom Line Top Line Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.
    • 5. Today’s Human Capital People Yesterday’s Human Resource Labour versus Brick and Mortar Mobile / Virtual Work Place Consistent / Constant Divergent / Sporadic Work Style Homogeneous Global, Multi-cultural World View Labor as Expense People as Asset Business Perspective Departmentally Focused Externally Focused Organization Process Efficiency Performance Accountability Primary Value “ Company-for-Life” “ All-About-Me” Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.
    • 6. Today’s HCM Suite HCMS Yesterday’s HRIS Application HRIS versus An Afterthought At the Core Global Regulatory Compliance Comprehensive Framework Governance Reporting / Analytics Embedded Intelligence Business Output Gatekeeper Business Partner Business Perspective Payroll & Benefits Competencies & Performance Functionality Efficiency / Costs Quality / Performance Primary Value Efficient Records Automation Effective Talent Management Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.
    • 7. WHAT IS WEB 2.0 TECHNOLOGY? Online Collaboration Blogging Social Networking Knowledge Sharing Developing Content Social Intelligence
    • 8. EXAMPLES OF WEB 2.0 TECHNOLOGY.
    • 9. SOCIAL INTELEGENCE (360 FEEDBACK.)
      • Ranking vs Rating.
    • 10. WEB 2.0 CHALLENGES? INCREASEVOLUME IN CONTENT DECREASEQUALITY IN CONTENT DECREASE IN ACCURACY OF CONTENT WHO IS THE GATEKEEPER OF ALL THIS CONTENT?
    • 11. WEB 2.0 CHALLENGES? INCREASEVOLUME IN CONTENT INCREASEQUALITY IN CONTENT INCREASEUTILITY OF CONTENT AS THE ACCURACY INCREASE SO WE CAN IMPROVE DECISIONS.
    • 12. THE ACSA SOLUTION
      • How do we Collect our HCM Data?
        • Building Talent and Success profiles.
        • 360 Behavioural feedback
        • Technical Knowledge (BOK)
        • Experience Roles
        • Motivational Surveys (Retention)
        • Investment Matrix (Development)
      CREATING A COMMON LANGAUGE WITHIN ACSA
    • 13. ACSA SOLUTION ….
      • How do we Verify our HCM Data to increase Accuracy?
        • Verifying Talent and Success profiles.
        • 360 Behavioural feedback
        • Technical Knowledge (BOK)
        • Experience Roles
        • Motivational Surveys (Retention)
        • Investment Matrix (Development)
      CREATING A COMMON LANGAUGE WITHIN ACSA
    • 14. Insight Aim: Direct Investment Questions: What talent do we have? What talent do we need? Processes: Talent Accounting Talent Demand Planning Aim: Measure Investment Question: How did we increase the value of our talent portfolio? How should we re-direct investment? Process: Talent Value Management Aim: Manage Investment Questions: Where do we invest? How do we invest? Processes: Talent Supply Management Impact Investment Maximize Talent Value Talent Investment Strategy
    • 15. THE TALENT POOL MAP. A Manager’s Dashboard
    • 16. BRINGING ALL TOGETHER.
      • Video.
    • 17. PeopleTree Group.
    • 18. Thank you

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