Talent Management From The Trenches

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Understand some of the critical elements and key factors that impact the success or failure of Talent Management.

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Talent Management From The Trenches

  1. 1. Talent Management
  2. 2. Agenda • What is Talent Management? • Why create a Talent Management process? • How do you create a Talent Management process? » Ten guiding principles from the trenches » Associate/employee lifecycle and technical work » The role of technology • Understanding resistance and change managementTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 2
  3. 3. How do you define Talent Management?Talent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 3
  4. 4. What is Talent Management? • Defined strategy with clear objectives • Integrates all components of the associate/employee lifecycle • Based on measurable criteria • Focused on differentiation of talent and differential investment • Enables critical decision-making Strategy that is integrated across the associate/employee lifecycle by using common measurable criteria that allows for the differentiation of talent and enables critical decision-makingTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 4
  5. 5. Why Create a Talent Management Process? • Improves overall organization performance » Up to as much as 15.4% advantage in shareholder return (CLC, 2007) » Improved associate/employee performance by 50% (CLC, 2007) • Remain competitive • Company flexibility/agility • Retention • Attraction • Gives HR the credibility to influence talent decisions • Allows for differential investment in talentTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 5
  6. 6. How Do You Create a Talent Management Process? Ten Guiding Principles from the Trenches 1. Create a powerful achievable business case • Start at the end • What problem are you solving for? • Describe what success will look like from multiple perspectives 1. Assess Readiness/Org. Diagnosis • Let the business tell you what they think • Build relationships with the business • Assess your risks and de-railers • Figure out what the culture will support • Categorize your executive committee • Get your house in orderTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 6
  7. 7. How Do You Create a Talent Management Process? Ten Guiding Principles from the Trenches 3. Determine your core project team • Incorporate the business 4. Create the value proposition by connecting Talent Management to business needs • Be empathetic and think like the business 5. Find a Champion outside of HR 6. Stack the deck in your favor • Rollout to the groups/clients where success is most likely • Don’t worry about rolling out to everyone in the beginningTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 7
  8. 8. How Do You Create a Talent Management Process? Ten Guiding Principles from the Trenches 7. Support the process and anticipate questions/ concerns 8. Evaluate the process and communicate short-term wins and success stories 8. Avoid trying to do too much too fast 10. One size does not fit allTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 8
  9. 9. How Do You Create a Talent Management Process? Associate/Employee Lifecycle and Technical Work Recruitment & Selection Exit On Boarding Performance Management Succession Employee & Planning & Rewards & Recognition Leadership Career Development Development Compensation/ Total RewardsTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 9
  10. 10. How Do You Create a Talent Management Process? Associate/Employee Lifecycle and Technical Work • Important levers » Recruiting & Selection • Gateway to the organization • Right people, right roles • Critical mass » Performance Management • Needs to be focused on the right criteria • Needs to have proper balance of objective and behavioral dimensions • Needs to differentiate • Needs to focus on current in-job performanceTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 10
  11. 11. How Do You Create a Talent Management Process? Associate/Employee Lifecycle and Technical Work • The importance of criteria » Foundation that drives Talent Management • Differential investment » Knowledge, skills, abilities and other factors that can be measured • Semi subjective – competencies • Objective – SMART goals Select, train and assess performance on the same set of criteriaTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 11
  12. 12. How Do You Create a Talent Management Process? The Role of Technology • Technology is not a panacea! • Technology should not dictate your process – your process should dictate the technology • Beware of off-the-shelf competency models • Technology should be the last component of a Talent Management project not the first • Talent Management is about the people not the technology » Ease of use » Scalability • Build or buyTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 12
  13. 13. Understanding Resistance and Change Management • “I don’t understand” factor • Ignoring requests • Constant rescheduling of meetings • Tenure and entitlement factor • Reactions to loss of power • Negative comments/behaviorsTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 13
  14. 14. Understanding Resistance and Change Management • Feigning surprise • Pedal to metal resistance » “I won’t do this!” • Inability to make a decision • This is an HR thing - “you do it” • Alliance building » Significant, powerful influencer that actively works against youTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 14
  15. 15. Understanding Resistance and Change Management • Strategies for addressing resistance » Communicate often about the process » Involve associates/employees, especially when establishing criteria » Establish rewards and consequences • Identify a Champion outside of HR • Establish ground rules/determine recourse • Link key components of the Talent Management process to rewards and recognition, bonus or incentive pay • Communicate rewards and consequencesTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 15
  16. 16. Understanding Resistance and Change Management » Create communications in the voice of the client – don’t deliver the message for them • Talking points • Outline discussion points » Make sure your change management plan is incorporated into the overall project planTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 16
  17. 17. Talent Blueprint Software • Talent Blueprint is designed to answer the question “What is the state of talent in the organization?” • Do you know which jobs in your company don’t have a talent pool? • What percentage of your workforce will be retiring in the next five years? • Which critical employees in your organization are retention risks? • When executives ask what the state of talent is in the organization do you know? • Its designed to answer the above questions “Right Now!” not in days, weeks or months – make better decisions faster • Specifically designed for Human Resources teams of up to 20 people that are focused on succession planning and talent management • Track all of your critical employee talent and high impact positions • Simple and intuitive, with powerful features and the analytics every HR team needs to manage talent effectivelyTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 17
  18. 18. Talent Blueprint SoftwareWant to see Talent Blueprint in action•Check out our demo on LinkedIn at • http://www.linkedin.com/company/people-talent-solutions-inc-/products?trk=tabs_biz_pro•Our website at • http://peopletalentsolutions.com/solutions/talent-management-software/•Or schedule a demo•Better yet try it free for 30-days.Talent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 18
  19. 19. Contact Information • Contact People Talent Solutions, Inc. » 562-706-5683 » www.peopletalentsolutions.comTalent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 19

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