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Gearing Up for Talent Management: One Integration at a Time

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Why should organizations integrate different facets of their employee management functions?

This presentation outlines the necessity and benefits of talent management integration.

Published in: Recruiting & HR
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Gearing Up for Talent Management: One Integration at a Time

  1. 1. Gearing Up for Talent Management: ONE INTEGRATION AT A TIME
  2. 2. Why should Organizations integrate different facets of their employee management functions?
  3. 3. Better performance More satisfied employees Stronger business results
  4. 4. In many organizations… Employee management tasks are independently performed by separate departments: • HR welcomes employees • L&D trains employees • Management reviews employee performance The question is…
  5. 5. How – and when – is that employee information shared between departments?
  6. 6. Are new hires told what is expected of them … Or do they only find out at performance reviews? If a new hire needs training… Are L&D and management informed? If an employee has a performance issue… Is specific training scheduled?
  7. 7. HUMANRESOURCES TRAINING&DEVELOPMENT MANAGEMENT RECRUITING SUCCESSIONPLANNING Siloed Functions = Siloed Information Do you know where your employee data is?EMPLOYEE DATA
  8. 8. What’s the solution? INTEGRATION. What the industry calls TALENT MANAGEMENT.
  9. 9. “Talent management is a set of integrated organizational processes designed to attract, manage, develop, motivate and retain key people.” - Bersin & Associates
  10. 10. Integrated Talent Management processes are best supported by integrated applications
  11. 11. • Fewer programs to learn • Fewer IT projects to develop • Fewer vendors to manage • Better goal-setting • Better tracking • Better sharing of information Why integrate applications?
  12. 12. SUCCESSION PLANNING PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING RECRUITING LEADERSHIP DEVELOPMENT CORE HRMS Bersin & Associates studied: How effectively organizations integrated these processes, and… What the outcomes were in terms of employee, talent management and business results. Talent Management Processes
  13. 13. So, how many applications do you think you need to integrate before you see positive results?
  14. 14. So, how many applications do you think you need to integrate before you see positive results? 2
  15. 15. That’s all!
  16. 16. That means you can start small… and grow over time. However…
  17. 17. That means you can start small… and grow over time. However… Some integrations matter more than others.
  18. 18. SUCCESSION PLANNING PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING RECRUITING LEADERSHIP DEVELOPMENT CORE HRMS What integrations will bring the biggest and most immediate results to your organization? NOTE: The size of the gear represents the relative impact of effective integration on results. Where to start?
  19. 19. They were… 3 times more likely to report good employee results 55 times more likely to report strong overall talent management results 100 times more likely to report strong business results When organizations linked Performance Management with Learning & Development… imagePERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT
  20. 20. Learning & Development promotes improved employee performance. And recognizing and encouraging great employee performance helps you build and retain the best talent.
  21. 21. Then all new hires - get a consistent orientation - understand the company’s expectations the start - know what training is available to them PLUS - Learning & Development knows what new hires need for training - Performance Management can track performance from Day One When you add Onboarding to the mix … imagePERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING
  22. 22. One by one, integration by integration, you can build your own powerful and comprehensive Talent Management System
  23. 23. LEARNING & DEVELOPMENT Continuous training and development from Day One, tied to the goals, objectives and performance management of the employee, can make a significant difference in the bottom line. This is a great place to start! PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING
  24. 24. PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING CORE HRMS Add in applications over time…
  25. 25. SUCCESSION PLANNING PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING RECRUITING LEADERSHIP DEVELOPMENT CORE HRMS Add in applications over time…
  26. 26. SUCCESSION PLANNING PERFORMANCE MANAGEMENT LEARNING & DEVELOPMENT ON- BOARDING RECRUITING LEADERSHIP DEVELOPMENT CORE HR/ HRMS Voila! Your Own Talent Management Program
  27. 27. • Streamlining systems • Higher completion rates of training • Better tracking • Creating a strong platform for future integrations Other benefits of linking applications
  28. 28. The goal of talent management is to create a highly responsive, high- performance, sustainable organization that meets its business targets. THE GOAL OF TALENT MANAGEMENT
  29. 29. The integration of learning and other disciplines within talent management positively affects not only the value of the individual to the corporation, but to the bottom line business results as well. - Bersin & Associates
  30. 30. THANK YOU! Looking for more information on integrated talent management systems? Watch the SilkRoad Life Suite Demo Video

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