2. Agenda
• Definition of Talent Supply and Demand
• Understanding Talent Management
– Johns Hopkins University - The Office of Talent Management and
Organization Development integrated talent management processes
framework
• The Human Resource Information System (HRIS)
– SAP SE
– Workday Human Capital Mgmt System
– PeopleSoft Human Capital Management System
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3. Introduction
• What is Talent Supply & Demand?
A proactive management approach to
securing and optimizing talent supply and
services through all input channels (supplier
network) to meet the human capital (workforce)
needs of companies
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4. Talent Management
Talent Management is a set of integrated
organizational HR processes designed to attract,
develop, motivate, and retain productive,
engaged employees. The goal of talent
management is to create a high-performance,
sustainable organization that meets its strategic
and operational goals and objectives.
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6. Johns Hopkins University -
The Office of Talent
Management and
Organization Development
created an integrated talent
management processes
framework.
Johns Hopkins University - The Office of Talent Management
and Organization Development Integrated Talent
Management Processes Framework.
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7. Workforce planning – The
intentional and strategic
projection and planning of
access to talent (either
internal or external) with the
skills, knowledge, and
behaviors essential for the
achievement of the
organization’s strategic
objectives and/or demands.
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8. Strategic Workforce Planning
Demand Supply
Internal • Strategy and business
goals
• Forecast talent needs
• Critical and Pivotal roles
• Current and projected
headcount
• Attrition/Retirement
rates
• New skills/positions
External • Projected employment
• Wage trends
• Job openings
• Current employment
• Talent pipelines
• Demographic trends
Source: http://www.kellyocg.com/Solutions/Consulting/Strategic_Workforce_Planning-15032373534/
Successful workforce planning should combine information on internal supply and
demand for talent, with targeted data on external labor market conditions, to identify
and plan for gaps in your key talent.
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9. Recruiting – The ability to
successfully attract and hire
key talent for current and
future organizational needs
through competency-based
advertising and interviewing
efforts.
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10. Onboarding – The process of
acclimating new hires and
ensuring that they quickly
feel welcomed, and valued by
the organization. This process
enables new employees to
become productive members
of the organization, who
understand expectations for
their job roles. Onboarding
goes beyond traditional
"orientation" programs which
focus mainly on managing
policies, forms, and
procedures.
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11. Strategic plan/goal
alignment – The process of
developing and implementing
plans to reach an
organization’s long-term
goals and objectives. It is the
roadmap to lead an
organization from where it is
now to where it would like to
be in 3-5 years.
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12. Performance management –
An ongoing, continuous
process of communicating
and clarifying job
responsibilities, priorities,
performance expectations,
and development planning
that optimize an individual’s
performance and aligns with
organizational strategic goals
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13. 360° assessments – 360-
degree feedback is an
assessment tool that provides
faculty and staff leaders with
feedback about their
performance. Supervisors,
peers, and direct reports
answer questions based on
their perceptions and
observations of the leader’s
skills and attributes.
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14. Coaching – A helping
relationship between a client
and a consultant, who uses a
wide variety of behavioral
techniques and methods, to
assist the client to achieve
mutually identified goals to
improve professional
performance and personal
satisfaction in an effort to
improve the effectiveness of
the client’s organization.
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15. Leadership development –
Intentional goal-driven
activities that enhance the
quality of leadership abilities
or attitudes within an
individual or organization.
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16. Professional development –
Process of establishing
training goals and plans that
link to individual goal
attainment, career planning,
and possible succession
planning.
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17. Career pathing – How the
organization structures the
career progress of their
members, and the
individual’s process for
identifying job opportunities
within an organization’s
structure, and the sequential
steps in education, skills, and
experience-building needed
to attain specific career goals.
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18. Recognition programs – A
method of acknowledging,
honoring, encouraging, and
supporting individuals and
teams who contribute,
through behaviors and
actions, to the success of the
organization.
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19. Compensation/Total
Rewards – A way to reward
individuals for important
work accomplishments,
contributions to the goals of
the organization, and
increased skills and
competencies in their jobs.
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20. Succession management –
Succession management is a
process for identifying and
developing internal personnel
with the potential to fill key
or critical organizational
positions. Succession
management ensures the
availability of experienced
and capable employees that
are prepared to assume these
roles as they become
available.
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21. Trivia:
A survey conducted by SAP of over 250 professional
services firms indicates that the top three
management priorities are:
• Hiring talent that aligns with the long-term strategic vision of the firm
• Retaining talent
• Managing resources effectively
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23. The Human Resource Information
System (HRIS)
A software or online solution for the data entry, data tracking, and data
information needs of the Human Resources, payroll, management, and
accounting functions within a business. (HRIS) provide overall:
• Management of all employee information.
• Reporting and analysis of employee information.
• Company-related documents such as employee handbooks,
emergency evacuation procedures, and safety guidelines.
• Benefits administration including enrollment, status changes, and
personal information updating.
• Complete integration with payroll and other company financial
software and accounting systems.
• Applicant tracking and resumé management.
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24. SAP SE (Systems, Applications &
Products in Data Processing)
Human capital management products from SAP can help your organization hire and retain the right people,
manage the work environment, streamline HR processes, ensure legal compliance, and create a people-centric
organization.
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25. Workday Human Capital Management
System
Workday Human Capital Management is designed to address today's business challenges and help you answer
all your people-related questions so you can grow your global workforce.
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26. PeopleSoft Human Capital
Management System
PeopleSoft Human Capital Management delivers a robust set of best-in-class human resources functionality
that enables organizations to increase productivity, accelerate business performance, and lower cost of
ownership.
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27. Demand – Supply Flowchart
Demand
Source
Candidates
Sourcing
Team
(Project /
Business
Unit)
Recruitment
Process
Recruitment
Team
Job Offer
Talent
Pipeline
Assessment
Pass
Fail
Stephanie Jhoanni Mante
Recruitment Specialist
Manulife Philippines 27
