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Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
Driving Integrated Talent Management in Turbulent Times
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Driving Integrated Talent Management in Turbulent Times

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Session from the ERE Expo Spring 2011, presented by Julie Fletcher

Session from the ERE Expo Spring 2011, presented by Julie Fletcher

Published in: Business, Technology
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  • 1. Driving IntegratedTalent Managementin Turbulent Times
  • 2. About AMN Healthcare •  The nation’s largest healthcare staffing company providing physician, nurse and allied staffing, physician search, managed services, home healthcare and recruitment process outsourcing •  Recent acquisition increased our scope of services •  Powerful long-term industry growth drivers. •  New York Stock Exchange Ticker Symbol: AHS2
  • 3. How we started our journey…. Talent Talent Planning Acquisition Competencies, Total Performance Rewards Technologies, Management Tools & Measurement Career & Succession Learning & Management Development4
  • 4. What happened late 2008 & throughout 2009 •  Business started to decline •  Tough decisions on restructuring, base pay reductions, benefits and ultimately reduction in force •  Instituted frost on open positions – closed all open reqs, committee put in place to prioritize key positions required to support business goals. •  Business environment worsened – we were unsure of how much the business was going to decline •  Team members constantly in fear •  Challenge to our culture – Crack in our foundation5
  • 5. How did we respond? •  Focused on our true north – kept investing in our people and demonstrating our values •  Stepped up commitment to transparency •  Helped leaders lead in difficult times •  One small thing •  Continued evolving our Integrated Talent Management Strategy –  Continued launch of leadership competencies –  Measured engagement –  Launched succession/talent planning –  Created individual development plans in support of talent COMMUNICATE, COMMUNICATE, COMMUNICATE6
  • 6. Our Statement AMN is a vibrant an d innovative compa ny, evolving and transforming to help serve the hea lthcare community. We pro vide an engaging, unified, and inspired workplac e guided by our co re values. We achieve this by connecting with, li stening to, and developing ou r talented leaders and teammembers; encoura ging them to learn from eachother and collabora te to reach unparalle ledsuccess.
  • 7. Our Statement AMN is a vibrant an d innovative compa ny, evolving and transforming to help serve the hea lthcare community. We pro vide an engaging, unified, and inspired workplac e guided by our co re values. We achieve this by connecting with, li stening to, and developing ou r talented leaders and teammembers; encoura ging them to learn from eachother and collabora te to reach unparalle ledsuccess.
  • 8. Career ConnectionsOverview•  Online, centralized resource showing all career paths, position profiles, development maps and career stories across company•  All profiles and maps developed in partnership with leaders and top performers – valid, accurate and up to dateTalent Management Integration•  Talent Acquisition team uses profiles for postings and uses development maps for interview and talent assessment•  Division managers use profiles for on-the-job training and performance management•  L & D team uses to develop competency workshops•  Everyone uses development maps for IDPs and career planning 9
  • 9. Components ofCareer Connections
  • 10. 2010 Talent Management Update •  Individual Development Plans •  Weekly Job Postings •  Expansion & Opportunities •  Internal Hires •  Rehire Commitment •  Pay & Benefit Restoration • … and we completed a major acquisition 11
  • 11. 2011 and beyondOne of five AMN Strategic Initiatives for 2011: “Achieve optimal levels of team member retention and engagement through our integrated talent management strategy and Employment Value Proposition program”•  Complete integration of new acquisition into the AMN family – incorporate competencies, leadership approach, values, purpose, EVP, ITMS,•  Continuing to build succession planning and career connections modules•  Determine next steps and external promotion of our Employment Value Proposition•  Continue to measure and stay committed to communication, culture and change12
  • 12. Your Thoughts & Questions?13

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