TALENT MANAGEMENT
Thomas Danford | June 3, 2010
@tdanford #SERC10
"Copyright Thomas Danford 2010. This work is the intelle...
SOME GROUND RULES & BACKGROUND
 Presentation Disclaimers
 Practitioner vs. Professional
 Geared for IT Organizations
 ...
WHAT IS TALENT MANAGEMENT?
Talent Management is Organizational …
 Philosophy
 Model
 Focus
Driven by a Process …
PHILOSOPHY
 Holistic view of the employee population
 Regarding the workforce as a valued entity
 Providing guidance an...
KEY ELEMENTS OF TALENT MANAGEMENT
(EMPLOYEE’S PERSPECTIVE)
 Understanding the a model …
 What does developing a match be...
Source: Maricopa CCD - http://bit.ly/cJxzyZ
TRADITIONAL EMPLOYMENT VS. TALENT
MANAGEMENT FOCUS
 Traditional Employment Focus
 Skills & education
 Duties & responsi...
WHAT IS TALENT?
 Skills
 Traits
 Behavior
 Characteristics
Equate to … Talent
BASELINE VS. MISSION SPECIFIC TALENTS
 Baseline – skills, traits, characteristics, and
behavior that is required of all r...
OnBoarding
Performance
management
Training &
performance
support
Succession
planning
Critical skills
gap analysis
Compensa...
FIVE BASICS IN IMPLEMENTING TALENT
MANAGEMENT
 Identify and Assess Existing & Needed Talents
 Hiring and Developing Staf...
IDENTIFY AND ASSESS EXISTING &
NEEDED TALENTS
 Identifying the competency skill sets needed in the
organization
 Develop...
Name /
Skill
QuickChange
Artist
Job
Commitment
Senseof
Urgency
Ambiguity&
Uncertainty
Innovation
Lifelong
Learner
Accounta...
RECRUITING AND DEVELOPING STAFF
 Recruiting vs. Hiring the need to “choose well” in
the process …
 Employer vs. Employee...
HIGH VALUE APPRAISALS
 Top-Down Employee Performance Evaluations
 Peer-to-Peer Employee Performance Evaluations
 360-De...
UNDERSTANDING COMPENSATION
 What motivates who?
 Comparing “apples to apples”
 Non-financial compensation
 Managing ex...
TURNOVER AND SUCCESSION PLANNING
 Turnover has to happen and is a two way process
 Turnover is an opportunity
 Internal...
ADDITIONAL RESOURCES
TALENT MANAGEMENT SOFTWARE
http://bit.ly/aWdebK
http://bit.ly/96VC8T
http://bit.ly/9i2Cq7 http://bit.ly/9x13xQ
http://bit....
http://twitter.com/wschiemann
http://twitter.com/coachgoldsmith
http://twitter.com/Doris2700
http://twitter.com/HarvardBiz
Research, News, Best Practices in
Talent Management, Training, and HR
http://twitter.com/Bersin
The global association of ...
THANK YOU
I would very much like to learn about your successes and challenges
with talent management.
Drop me a line using...
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Talent Management SERC10

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Presentation at EDUCAUSE SE Regional Conference June 3, 2010. Talent management is the process of attracting, selecting, training, developing and promoting employees throughout the institution. A focus on obtaining and developing talent ensures that the staff has the tools/support/resources necessary to perform well, are properly motivated/compensated, and are ready to transition into leadership roles as appropriate. They become valuable assets because over time they develop the necessary core competencies and internalized institutional core values.

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Talent Management SERC10

  1. 1. TALENT MANAGEMENT Thomas Danford | June 3, 2010 @tdanford #SERC10 "Copyright Thomas Danford 2010. This work is the intellectual property of the author. Permission is granted for this material to be shared for non-commercial, educational purposes, provided that this copyright statement appears on the reproduced materials and notice is given that the copying is by permission of the author. To disseminate otherwise or to republish requires written permission from the author." http://www.slideshare.net/tsdanford
  2. 2. SOME GROUND RULES & BACKGROUND  Presentation Disclaimers  Practitioner vs. Professional  Geared for IT Organizations  No Legal Advice  Motivation to Employ Talent Management  Talent Requirements  Entitlement Issues  Compensation Concerns  Recruitment & Retention Needs
  3. 3. WHAT IS TALENT MANAGEMENT? Talent Management is Organizational …  Philosophy  Model  Focus Driven by a Process …
  4. 4. PHILOSOPHY  Holistic view of the employee population  Regarding the workforce as a valued entity  Providing guidance and support to achieve full potential  Employee and organizational goals are not mutually exclusive  Shared vision within a supportive culture
  5. 5. KEY ELEMENTS OF TALENT MANAGEMENT (EMPLOYEE’S PERSPECTIVE)  Understanding the a model …  What does developing a match between employee talents and organizational roles & requirements mean, and …  What measures, mentoring & opportunity … 10 Determinants of Service Quality 13 Ground Rules for Success in the Information Age Our “simple” model was based upon:
  6. 6. Source: Maricopa CCD - http://bit.ly/cJxzyZ
  7. 7. TRADITIONAL EMPLOYMENT VS. TALENT MANAGEMENT FOCUS  Traditional Employment Focus  Skills & education  Duties & responsibilities  Some characteristics (strength, repetitive, endurance, etc.)  Experience  Talent Management Focus – Traditional plus more scrutiny on …  Traits  Behavior  Talent …
  8. 8. WHAT IS TALENT?  Skills  Traits  Behavior  Characteristics Equate to … Talent
  9. 9. BASELINE VS. MISSION SPECIFIC TALENTS  Baseline – skills, traits, characteristics, and behavior that is required of all roles e.g.  Lifelong Learner  Self-starter  Ability to work with minimum supervision  Role Specific – additional skills, traits, characteristics, and behavior required for a specific role e.g.  Technical & end user support  Technical writing & documenting
  10. 10. OnBoarding Performance management Training & performance support Succession planning Critical skills gap analysis Compensation and benefits Workforce planning Recruiting Learning Content Job Roles Job Descriptions Competency Models PROCESS OF TALENT MANAGEMENT Strategic Plan Source: Bernsin & Associates - http://bit.ly/cFN5ox
  11. 11. FIVE BASICS IN IMPLEMENTING TALENT MANAGEMENT  Identify and Assess Existing & Needed Talents  Hiring and Developing Staff  High Value Appraisals  Understanding Compensation & It’s Impact  Turnover and Succession Planning for the Future
  12. 12. IDENTIFY AND ASSESS EXISTING & NEEDED TALENTS  Identifying the competency skill sets needed in the organization  Develop competency matrices to capture talent issues within a role and describe  Develop a rating scale with scoring and weighting options based on requirements  Track, evaluate, and manage competencies across the organization  Implement a performance/competency management system
  13. 13. Name / Skill QuickChange Artist Job Commitment Senseof Urgency Ambiguity& Uncertainty Innovation Lifelong Learner Accountability ValueAdd Service Manages Morale Kaizen Takes Ownership Expectations Ruth John Bill Fred Mary Not Exhibited Familiar Needs Help Competent Can Mentor/Teach INVENTORY & MATRIX EXAMPLE
  14. 14. RECRUITING AND DEVELOPING STAFF  Recruiting vs. Hiring the need to “choose well” in the process …  Employer vs. Employee “gap analysis” with respect to position  Development opportunities – in an outside the organization  Reinforcing development with obligations  Involve top performers in mentoring and coaching
  15. 15. HIGH VALUE APPRAISALS  Top-Down Employee Performance Evaluations  Peer-to-Peer Employee Performance Evaluations  360-Degree Performance Reviews  Self-Assessment Performance Reviews
  16. 16. UNDERSTANDING COMPENSATION  What motivates who?  Comparing “apples to apples”  Non-financial compensation  Managing expectations …
  17. 17. TURNOVER AND SUCCESSION PLANNING  Turnover has to happen and is a two way process  Turnover is an opportunity  Internal candidates may or may not be appropriate for vacancies  Transparency minimizes ancillary issues associated with turnover
  18. 18. ADDITIONAL RESOURCES
  19. 19. TALENT MANAGEMENT SOFTWARE http://bit.ly/aWdebK http://bit.ly/96VC8T http://bit.ly/9i2Cq7 http://bit.ly/9x13xQ http://bit.ly/cho7Vv http://bit.ly/aTsGYj http://bit.ly/aspCBD http://bit.ly/bSjeEg http://bit.ly/aYS2xP http://bit.ly/911sFDTop 10 Talent Management Software vendor report:
  20. 20. http://twitter.com/wschiemann http://twitter.com/coachgoldsmith http://twitter.com/Doris2700 http://twitter.com/HarvardBiz
  21. 21. Research, News, Best Practices in Talent Management, Training, and HR http://twitter.com/Bersin The global association of strategic HR professionals in the world's leading organizations http://twitter.com/HRPS American Management Association is the world leader in management development, advancing your skills to boost your business success http://twitter.com/AMAnet Resource for best practices in Learning Management, Performance Management, and Succession Planning http://twitter.com/talentdevuniv
  22. 22. THANK YOU I would very much like to learn about your successes and challenges with talent management. Drop me a line using e-mail: tdanford@tbr.edu or … http://twitter.com/tdanford http://www.slideshare.net/tsdanford This presentation will be available on:

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