Once focused on more administrative functions and streamlining processes, today's talent management professional must have a direct impact on the organization's ability to meet it's business goals.
In this compelling new webinar, you will hear unique perspectives from a panel of special guest experts (Practitioners, Consultants & Vendors) on how High Impact Talent Management is being used by today’s HR leaders to improve engagement, retention & bottom line results by focusing on 3 key areas:
· Strategic HR - How to develop a consultative HR role aligned with business goals & line manager success.
· Effective Line Managers - How to create better leaders of engaged employees with the right talent, technology & decision support
Engaged Employees - Implementing the right programs, processes and technology to attract, engage and retain a highly productive workforce
Enhancing and Restoring Safety & Quality Cultures - Dave Litwiller - May 2024...
Building A High Impact Talent Management Organization
1. Building a High Impact Talent
Management Organization
3 Keys to HR Success in the New Economy
2. AGENDA
Christopher Ford
Director of HR Operations
Silicon Valley Bank
Our Presenters
Building a HITM Organization
Dick Finnegan
CEO
C-Suite Analytics
Austin Muzumdar
SVP, Client Success
HRsoft
Brian Sharp
Chief Marketing Officer
HRsoft
3. AGENDA
Why do this webinar?
Building a HITM Organization
More than just software.
4. AGENDA
The Results are in…
Building a HITM Organization
Traditional Talent Management practices are not working.
71% of workers are disengaged
“Actively Disengaged: employees
Costs U.S. businesses $500B per year
Employee turnover has been
Increasing for the last 5 years
Source: Gallup
5. AGENDA
Most vendors are not helping…
Building a HITM Organization
More complicated problems. More complicated software.
6. AGENDA
The Shift
Building a HITM Organization
“Today’s HR organization is no longer judged by its
administrative efficiency – it is judged by its ability to
acquire, develop, retain and help manage talent.”
Innovation Comes to HR. The New Bold, CHRO
7. AGENDA
The Shift
Building a HITM Organization
“HR’s role is to be more than a corporate arbiter,
policeman or records keeper – it’s to build a more
competitive workforce aimed to support corporate
strategy.”
Don Adams, Bashas’ HR Director
8. AGENDAHigh Impact Talent Management™
Strategic HR
Effective Line Managers
Engaged Employees
Building a HITM Organization
9. AGENDAPoll Question
Building a HITM Organization
What area of High Impact Talent
Management is most important to you
this year?
a. Strategic HR
b. Effective Line Managers
c. Engaged Employees (retention)
d. All of the above
e. None of the above
10. AGENDAWebinar Goal: Start Your Strategy
Building a HITM Organization
Talent Takeaways
Strategy + Technology
12. AGENDAStrategic HR
HR success will be measured by the business impact
of it’s strategic talent management initiatives.
Building a HITM Organization
The HITM Shift
From administrative to strategic – aligned with
business goals
The HITM Result
Attract & align top talent with organizational goals
leading to better business results
13. AGENDAPoll Question
Building a HITM Organization
What has the greatest impact on your HR
strategy?
a. Available Time
b. Company Goals
c. Current Initiatives
d. Budget & Resources
e. All of the above
14. AGENDAStrategic HR: The Practicioner
Building a HITM Organization
Christopher Ford
Director of HR Operations
Silicon Valley Bank
Strategic Alignment
HR Value Proposition
Tactical Implementation
15. AGENDAStrategic HR
Building a HITM Organization
Strategic Alignment
Alignment with company strategy
How can HR support?
- Sometimes process.
- Sometimes technology.
- Sometimes both.
Being strategic is about understanding the company's strategic plan and
providing value added services to support it.
16. AGENDAStrategic HR
Building a HITM Organization
HR Value Proposition
Is HR fully engaged in the company strategy?
Tailor services for the workforce you want to build
Recruiting
Compensation
Culture
Benefits
Adding value is not about the “HR initiative of the day”.
Needs to be a thoughtful process on what will best help the company.
17. AGENDAStrategic HR
Building a HITM Organization
Tactical Implementation
Foundation of strategic success
You have to execute!
Priorities
Planning
People
Process
Inability to execute, can create cross-functional conflicts.
18. AGENDAStrategic HR
Building a HITM Organization
Christopher Ford
Director of HR Operations
Silicon Valley Bank
Talent Takeaways
Do you have strategic alignment?
Create a plan & team to start on top priority
Are your initiatives in support of those objectives?
20. AGENDAPoll Question
Building a HITM Organization
What are your priorities for your line
managers this year?
a. Leadership development
b. Skills development
c. Better tools
d. Engagement initiatives
e. Employee retention
21. AGENDAEffective Line Managers
Line Managers, not HR, are the key to employee
engagement, retention & productivity.
Building a HITM Organization
The HITM Shift
Empowering managers with effective decision and
management support tools.
The HITM Result
Develop better leaders of more engaged &
productive employees
22. AGENDAEffective Line Managers: The Vendor
Building a HITM Organization
Austin Muzumdar
SVP, Client Success
HRsoft
Empowerment
Support Tools
Coaching
23. AGENDAEffective Line Managers
Building a HITM Organization
Manager Empowerment
Everything starts with trust
Trusted managers = empowered managers
Empowered managers = engaged employees
24. AGENDAEffective Line Managers
Building a HITM Organization
Coaching
Give specific direction
Consistency with support & action
Make time for your managers
Allow them to make mistakes
25. AGENDAEffective Line Managers
Building a HITM Organization
Tools
Provide decision support (maintains alignment)
Use tools for accountability & transparency
Create your own “HR Angel”
26. AGENDAEffective Line Managers
Building a HITM Organization
Austin Muzumdar
SVP, Client Success
HRsoft
Focus on improving decisions & actions
Ask your managers about the tools they want/need
Create a manager engagement plan
Talent Takeaways
28. AGENDAEngaged Employees
Higher Engagement =
Higher Sales + Higher Profits + Higher Productivity
Building a HITM Organization
The HITM Shift
1 on 1 employee-focused programs
(vs. surveys, award programs, etc)
The HITM Result
Retain top talent with lower costs and fewer
resources
29. AGENDAEngaged Employees: The Consultant
Building a HITM Organization
Dick Finnegan
CEO
C-Suite Analytics
3 Critical numbers to know
26-30%
$1.53 Billion
Spending our money wrong –
it has nothing in common with the managers.
30. AGENDAEngaged Employees
Building a HITM Organization
Getting to the managers
How Not To Do It
Get surveys & have HR do it.
Give managers 30 day action plans
Putting managers in training classes
How To Do It
Focus on engagement scores
& how to increase them
31. AGENDAPoll Question
Building a HITM Organization
Have your engagement scores
significantly increased over the past
2 years?
a. Yes
b. No
c. Not Sure
33. AGENDAEngaged Employees
Building a HITM Organization
The Stay Interview
Stay Interviews are 1-1 meetings
between leaders and their newly-
hired and continuing employees to
improve engagement & retention
Train all leaders from executives to first-line supervisors to…
Build trust
Conduct stay interviews
Develop stay plans
Forecast each employee’s individual retention
34. AGENDAEngaged Employees: The Consultant
Building a HITM Organization
Dick Finnegan
CEO
C-Suite Analytics
Managers need to do it (not HR)
Talent Takeaways
Build 1-1 Stay Plans
35. AGENDAHigh Impact Talent Management™
Strategic HR
Effective Line Managers
Engaged Employees
Building a HITM Organization
36. AGENDA
The High Impact Panel
Building a HITM Organization
Dick Finnegan
CEO
C-Suite Analytics
Austin Muzumdar
SVP, Client Success
HRsoft
Christopher Ford
Director of HR Operations
Silicon Valley Bank
Going to need more than just HR to execute strategy
Most successful HR don’t tell mangers, they get them on board (engaged)
Ben Franklin quote
Often reacting to present problems.
HR leaders are looking forward
But needs to be executed by employees
Managers will need to be part of your effort
IMPROVING DECISIONS & ACTIONS
Need to empower them
Will be rewarded with results
-
United example
1 suggestion, what would it be.
What does high impact talent management mean to you?
What one piece of advice would you give?