0
#TMwebinar
Speaker: Bobby Morris
Talent Solutions Strategist
SumTotal Systems
Moderator: Ladan Nikravan
Senior Editor
Tale...
#TMwebinar
TOOLS YOU CAN USE
Audio Control
 Adjust the volume by sliding
the indicator in the Media
Player box to the lef...
#TMwebinar
TOOLS YOU CAN USE
Q&A
 Type in your question in
the “Q&A” box to the left.
Click on “Submit.”
 These queries ...
#TMwebinar
TOOLS YOU CAN USE
Tweet
 Click on “Post” in the
Twitter widget.
#WFwebinar
@workforcenews
#TMwebinar
Speaker Bios
TOOLS YOU CAN USE
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
Survey
Share This
#TMwebinar
FREQUENTLY ASKED QUESTIONS
1. May I receive a copy of the
slides?
YES! Click on the resource list
located on th...
#TMwebinar
The Home Team Advantage: Achieving
Results With Talent Mobility
Ladan Nikravan
Senior Editor
Talent Management ...
#TMwebinar
The Home Team Advantage: Achieving
Results With Talent Mobility
Bobby Morris
Talent Solutions Strategist
SumTot...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 9
The Home Team Advantage
Achieving Results w...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 10
Definitions & Challenges
Organizing for Su...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 11
Talent Mobility is a dynamic internal proc...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 12
A systematic Talent Mobility strategy
enab...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 13
Key properties of Talent Mobility
 A busi...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 14
Talent Mobility figures prominently in any...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 15
Top 5 CEO Concerns
Sources: Lloyd’s of Lon...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 16
0 5 10 15 20 25 30 35 40 45 50
We cancelle...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 17
Aligning current and future talent
needs t...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 18
of organizations cannot
easily identify hi...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 19
Talent Mobility is having the
strategy, pr...
1. Develop your talent
strategy
Organizing for Success
2. Make a senior executive
responsible for the overall
vision and e...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 21
Better internal talent mobility
Decreased ...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 22
InstitutionalizingInstitutionalizing
talen...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 23
How HR Technology Can Help Reduce High
Per...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 24
Source: Bersin By Deloitte
Bersin Talent M...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 25
Higher Degree of Maturity = Better Results...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 26
Organizations have a desperate need…
to cr...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 27
Open
Position
Create
Requisition
Source
(m...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 28
External Hires Aren’t Always the Best Choi...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 29
What are the Decision Points?
 What perce...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 30
Is There a Better Way?
Decision
Open
Posit...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 31
Game Planning Approach to Talent Mobility
...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 32
Talent-Based
System of
Record
Succession
P...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 33
Solution
• Obtained stakeholder input and ...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 34
Solution
• Created a global talent record,...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 35
Commonalities across Cases
 Organizations...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 36
Improved Talent Mobility
 Identification ...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 37
A majority of today’s HR leaders do not th...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 38
For additional resources visit:
www.sumtot...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 39
LEARNING TALENT WORKFORCE
PAYROLL &
EXPENS...
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 40
Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL
Page 41
Contact
bmorris@sumtotalsystems.com
#TMwebinar
Q&A
Bobby Morris
Talent Solutions Strategist
SumTotal Systems
• Please take this time to submit your
Questions ...
#TMwebinar
Join our next Webinar!
The Role of Analytics in Talent Acquisition
Friday, March 21, 2014
Webinars start at 2 p...
Upcoming SlideShare
Loading in...5
×

The Home Team Advantage: Achieving Results With Talent Mobility

1,400

Published on

Organizations that embrace a systematic talent mobility strategy significantly outperform their peers. Bersin by Deloitte defines talent mobility as “a dynamic internal process for moving talent from role to role — at the leadership, professional and operational levels,” and a Bersin report states that “the ability to move talent to where it is needed and by when it is needed will be essential for building an adaptable and enduring organization.”

Join Bobby Morris, talent solutions strategist at SumTotal Systems, as he discusses how several large global organizations achieved the benefits of talent mobility, including:

The key elements of successful talent mobility programs.
Key process requirements your business should embrace to have an effective talent mobility solution.
How integrated talent technology can help your business create a successful talent mobility solution.
How to get started today, and the results your organization can expect.

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,400
On Slideshare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
19
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Transcript of "The Home Team Advantage: Achieving Results With Talent Mobility"

  1. 1. #TMwebinar Speaker: Bobby Morris Talent Solutions Strategist SumTotal Systems Moderator: Ladan Nikravan Senior Editor Talent Management magazine The Home Team Advantage: Achieving Results With Talent Mobility
  2. 2. #TMwebinar TOOLS YOU CAN USE Audio Control  Adjust the volume by sliding the indicator in the Media Player box to the left.  Also check your computer’s volume for external speakers or headsets.
  3. 3. #TMwebinar TOOLS YOU CAN USE Q&A  Type in your question in the “Q&A” box to the left. Click on “Submit.”  These queries are visible by the presenter ONLY.
  4. 4. #TMwebinar TOOLS YOU CAN USE Tweet  Click on “Post” in the Twitter widget. #WFwebinar @workforcenews
  5. 5. #TMwebinar Speaker Bios TOOLS YOU CAN USE Resources Media Player Q&A Slides Twitter Help Post Event Survey Share This
  6. 6. #TMwebinar FREQUENTLY ASKED QUESTIONS 1. May I receive a copy of the slides? YES! Click on the resource list located on the top left portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand.
  7. 7. #TMwebinar The Home Team Advantage: Achieving Results With Talent Mobility Ladan Nikravan Senior Editor Talent Management magazine
  8. 8. #TMwebinar The Home Team Advantage: Achieving Results With Talent Mobility Bobby Morris Talent Solutions Strategist SumTotal Systems
  9. 9. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 9 The Home Team Advantage Achieving Results with Talent Mobility Bobby Morris Product Strategist, Talent March 11, 2014
  10. 10. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 10 Definitions & Challenges Organizing for Success Talent Mobility & Sourcing Game Planning The Talent Mobility Ecosystem Talent Mobility in Action About SumTotal Q & A Agenda
  11. 11. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 11 Talent Mobility is a dynamic internal process for moving talent from role to role at the leadership, professional and operational levels. The ability to move talent where it is needed, when it is needed is essential for building an adaptable and enduring organization. Source: Bersin by Deloitte
  12. 12. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 12 A systematic Talent Mobility strategy enables organizations to more effectively A systematic Talent Mobility strategy enables organizations to more effectively acquire, engage, develop, align & retain A systematic Talent Mobility strategy enables organizations to more effectively acquire, engage, develop, align & retain high performing talent by implementing a A systematic Talent Mobility strategy enables organizations to more effectively acquire, engage, develop, align & retain high performing talent by implementing a consistent, repeatable & global A systematic Talent Mobility strategy enables organizations to more effectively acquire, engage, develop, align & retain high performing talent by implementing a consistent, repeatable & global process for talent rotation. A systematic Talent Mobility strategy enables organizations to more effectively acquire, engage, develop, align & retain high performing talent by implementing a consistent, repeatable & global process for talent rotation.
  13. 13. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 13 Key properties of Talent Mobility  A business strategy that facilitates organizational agility  A mechanism for acquiring and retaining high performing talent  A recruiting philosophy that favors internal sourcing  A method for aligning organization and individual needs  A proactive and ongoing approach to succession planning
  14. 14. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 14 Talent Mobility figures prominently in any contemporary discussion on global economic and social trends. Indeed, greater talent mobility can help address talent shortages and close skill gaps. Source: Patricia A. Milligan and Haig R. Nalbantian, Talent Management Magazine, August 2012
  15. 15. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 15 Top 5 CEO Concerns Sources: Lloyd’s of London Risk Index #2: Talent & Skills Shortage
  16. 16. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 16 0 5 10 15 20 25 30 35 40 45 50 We cancelled or delayed a strategic initiative We were unable to pursue a market opportunity We weren't able to innovate effectively We couldn't achieve growth forecasts overseas We couldn't achieve growth forecasts where we are based Our quality standards fell Our talent-related expenses rose more than expected All US Question: How have talent constraints impacted your company’s growth and profitability over the past 12 months? Source: PwC 2012 Global CEO Survey
  17. 17. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 17 Aligning current and future talent needs to rapidly changing business needs Developing deep talent succession pools and bench strength Retaining high performers and potentials / reducing flight Reducing external recruiting costs Improving overall HR measurement and reporting Key Challenges & Barriers Challenges Barriers No single, complete view of global talent due to spaghetti mix of processes, systems, and data No succession planning process, or one focused only on senior execs Inconsistent employee assessment process and inability to calibrate ratings Sporadic, unpersonalized and informal employee development process Source: SumTotal’s “State of Global Talent Strategy” survey
  18. 18. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 18 of organizations cannot easily identify high performers47% Source: SumTotal’s “State of Global Talent Strategy” survey of HR Leaders do not believe their workforce is adequately prepared to meet future needs 56%
  19. 19. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 19 Talent Mobility is having the strategy, processes and systems in place to identify, grow and systematically evolve your workforce, especially your high performers, to be ready for future growth in your organization.
  20. 20. 1. Develop your talent strategy Organizing for Success 2. Make a senior executive responsible for the overall vision and execution of strategy and programs 3. Integrate your talent functions at a technology level (process, systems & data)
  21. 21. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 21 Better internal talent mobility Decreased voluntary turnover Improved workforce alignment to overall strategy Workforce responds more quickly to changing business needs Increased workforce productivity Where Leaders Outperform Laggards Source: SumTotal’s “State of Global Talent Strategy” survey
  22. 22. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 22 InstitutionalizingInstitutionalizing talent strategy, accountability, and integration Institutionalizing talent strategy, accountability, and integration has a profound effect on Institutionalizing talent strategy, accountability, and integration has a profound effect on improving talent mobility and reducing high performer flight. Institutionalizing talent strategy, accountability, and integration has a profound effect on improving talent mobility and reducing high performer flight.
  23. 23. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 23 How HR Technology Can Help Reduce High Performer Flight Source: SumTotal’s “State of Global Talent Strategy” survey HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) Integrated Employee Development & Learning Management: Development Plans executed via training High Impact High Impact 1 HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) Integrated Employee Development & Learning Management: Development Plans executed via training High Impact High Impact 1 Integrated Performance Management & Succession Planning: Top performers designated as successors High Impact High Impact 2 HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) Integrated Employee Development & Learning Management: Development Plans executed via training High Impact High Impact 1 Integrated Performance Management & Succession Planning: Top performers designated as successors High Impact High Impact 2 Leadership Development (Standalone) High Impact High Impact 3 HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) Integrated Employee Development & Learning Management: Development Plans executed via training High Impact High Impact 1 Integrated Performance Management & Succession Planning: Top performers designated as successors High Impact High Impact 2 Leadership Development (Standalone) High Impact High Impact 3 Employee Career & Development Planning (Standalone) High Impact Moderate Impact 4 HR Technology / Integrations Currently in Use Better Internal Talent Mobility Decreased Voluntary Turnover Total Impact (Rank) Integrated Employee Development & Learning Management: Development Plans executed via training High Impact High Impact 1 Integrated Performance Management & Succession Planning: Top performers designated as successors High Impact High Impact 2 Leadership Development (Standalone) High Impact High Impact 3 Employee Career & Development Planning (Standalone) High Impact Moderate Impact 4 Integrated Performance Management & Compensation: Pay-for-Performance Low Impact High Impact 5
  24. 24. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 24 Source: Bersin By Deloitte Bersin Talent Maturity Model Siloed HR: Automation and compliance driven reporting 28% Standardized Talent Processes: Optimizing a single process 45% 28% Integrated Talent Management: Starting to connect systems and processes 20% 45% 28% Strategic Talent Management: Fully integrated processes and systems focused on business outcomes 7% 20% 45% 28%
  25. 25. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 25 Higher Degree of Maturity = Better Results Source: Bersin by Deloitte Measure Impact Employee Retention 38% higher Employee Productivity (Revenue-per-Employee) > 2x higher Promotion Rate 76% higher Employee Engagement 38% higher Planning for Future Talent Needs 61% higher Building Career Paths 68% higher Pipeline of Ready Successors 92% higher
  26. 26. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 26 Organizations have a desperate need… to create a more dynamic process for internal movement. This is good for peoples’ careers, good for employee engagement and saves money on recruiting – to say nothing of the fact that talent mobility allows companies to hold onto their highly trained people. Source: Bersin by Deloitte
  27. 27. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 27 Open Position Create Requisition Source (mostly external) Current State of Talent Sourcing Most organizations use external sourcing because they do not have the tools and business intelligence to effectively source and rotate talent internally.
  28. 28. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 28 External Hires Aren’t Always the Best Choice Significantly lower performance in the first 2 years on the job 20% higher turnover rates Up to 30% more expensive Source: Matthew Bidwell, Wharton, 2012
  29. 29. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 29 What are the Decision Points?  What percentage of your future leaders do you want to source internally vs. externally?  Where are you most at risk?
  30. 30. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 30 Is There a Better Way? Decision Open Position ExternalInternal Decision Open Position External (25%) Internal (75%) Talent Pools Create Req Integrated Talent Strategy • Succession Planning • Employee Development • Learning Management • Performance Management
  31. 31. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 31 Game Planning Approach to Talent Mobility Goal: Align people (hi-pos) at risk to positions at risk • Certain indicators flag risk, which opens the door to more thorough analysis and discussions Game planning answers these key questions: • What do we have from a current talent “inventory” perspective? • Which hi-pos are a flight risk and why? • Which critical positions are at risk or will be at risk in the near future (weak bench)? • What positions will become open in 6-9 months and how do we plan to fill them? • How can I provide more meaningful work and/or career paths to ensure my hi-pos are engaged and getting what they need to be successful? • Can we take at risk hi-pos and put them in open positions today (or develop them to be ready in the future)?
  32. 32. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 32 Talent-Based System of Record Succession Planning Performance Management Learning & Development Hiring & Recruiting Compensation Strategy Planning, potential assessments, flight risk, 9-box calibration & talent pool management Performance reviews, ratings calibration, goal alignment & high performer identification Centralized employee records (HRMS), talent profiles, competencies & job profiles Organization hierarchy structures as reflected by pay & impact analysis of movement Individual development planning and execution, pool-based development (skills, competencies and behaviors, progress / results tracking Talent sourcing (internal/ external) & extending talent pools to external candidates Talent Mobility The Talent Mobility Ecosystem
  33. 33. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 33 Solution • Obtained stakeholder input and support upfront • Implemented a single end-to-end platform, but in a multi-phased rollout • Communicated and promoted the application Results • Employee driven development process • Greater global talent mobility • HR elevated to strategic function to impact business outcomes Challenges • Global consistency in managing employees • Employee commitment & loyalty • Talent mobility across multiple divisions • High performer retention & employee satisfaction Talent Mobility in Action
  34. 34. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 34 Solution • Created a global talent record, to unify HR information across 17 countries • Established Howden Academy • Created Howden’s Engineering Career Ladder program Results • Reduced turnover rates among new and existing engineering staff • Improved time-to-productivity for new engineers • Increased process efficiencies for all HR related activities • Provided managers better and more timely HR information Challenges • Increase retention rate for the engineering talent across the globe • Implement a succession plan to replace key retiring engineers • Improve new engineer time-to-productivity • Give executives better visibility into HR data and key talent • Metrics Talent Mobility in Action
  35. 35. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 35 Commonalities across Cases  Organizations need a single source of information  Integration allows common reporting and better alignment  Leadership championing the effort across the entire organization
  36. 36. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 36 Improved Talent Mobility  Identification of High Performers  Growth of High Performers  Movement of hi-pos across the organization into future leadership positions
  37. 37. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 37 A majority of today’s HR leaders do not think that their workforce is prepared for future business needs Talent mobility directly affect workforce preparedness Institutionalizing talent strategy, accountability, and integration has a profound effect on improving talent mobility and reducing high performer flight Integrated technology solutions can directly improve talent mobility Summary
  38. 38. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 38 For additional resources visit: www.sumtotalsystems.com Context-Aware HR Technology (www.sumtotalsystems.com/context-aware)  Datasheets  Whitepaper  Analyst POV Solving Talent Scarcity: The Strategy for Winning the New War for Talent The CEO’s Guide to Succession Planning: Managing Risk & Ensuring Business Continuity Improving Employee Engagement to Drive Business Performance
  39. 39. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 39 LEARNING TALENT WORKFORCE PAYROLL & EXPENSE 3,500 Customers | $200M+ Revenue | Nearly 30 Years in HR 45M Users | 17M Cloud Users | 96% Customer Retention
  40. 40. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 40
  41. 41. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 41 Contact bmorris@sumtotalsystems.com
  42. 42. #TMwebinar Q&A Bobby Morris Talent Solutions Strategist SumTotal Systems • Please take this time to submit your Questions . • Also please fill out the event survey.
  43. 43. #TMwebinar Join our next Webinar! The Role of Analytics in Talent Acquisition Friday, March 21, 2014 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Talent Management Webinars at www.talentmgt.com/webinars
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×