Using Technology to Drive Effective Talent Management


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NHRDN Virtual Learning Session on Using Technology to Drive Effective Talent Management

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Using Technology to Drive Effective Talent Management

  1. 1. Using Technology to Drive Effective Talent Management -Dr Sujaya Banerjee Chief Learning Officer, Essar GroupNHRDN Virtual Learning Session27th June 2012 1
  2. 2. Strategic Imperatives for Technology Enhanced Measurability & Accountability Scalability of Processes & Initiatives Process Integrity & TransparencyCross-cultural Integration Uniform Hi-tech Hi-touch employee experience 2
  3. 3. What Organizations Want from an e-Talent Management System • Provision to set and share goals across all levels in the organisation • Enabling stakeholders to track progress against goals Ease of Use • Providing the team the big picture to better appreciate their role and contribution • Leverage technology to enable employees create SMART Goals • Talent repository (HRMS, Performance & Talent systems) with enriched profiles Know Its People • Tap knowledge from organization and enable employees to connect, share and collaborate • Improve decisions on the deployment of talent across the organization • Goal cascading / alignment across levels, integration of LMS, succession planning with PMS Best Practices • Empower employees with meaningful dialogue through available technology • Deliver high quality feedback that will motivate employees and drive performance • Assess and discover competency gaps and performance • Create development plans Career Development • Suggest learning activities • Monitor and Measure learning programs and • Coach and mentor team to improve employee performance 3
  4. 4. Revamping the Existing Performance Management System Need felt to evolve a customised PMS process that was seen as contextually relevant - 2 parallel Taskforces constituted with 20 Line Managers and 20 HR Managers - Taskforces mandated to adopt a ‘blue sky’ approach and present recommendations to the People’s Committee (constituting of Promoter Directors and Business Heads) (1) Inaugural Meet : Nov 15th, 2010 (2) Joint Taskforce Offsite : Dec 22nd – 23rd (3) e-group created to facilitate interaction between team members (4) Presentation to People’s Committee by Joint Taskforce : Feb 7th, 2011 SuccessFactors amongst 6 shortlisted found to be most ideally suited as solution partners 4
  5. 5. Recommendations from PMS Taskforce Usage of Intuitive and User Friendly Technology Greater Objectivity Creation of Individual + Group KPAs Assessment on Capabilities Use of Descriptors and proficiency scales Functionality to track Career Progression & Development Functionality to track cross-functional exposures Mandatory PMS Certification for all Supervisors / Employees 5
  6. 6. Success HR Emp Halogen SAP Factors Smart TrackMarket LeadershipUser InterfaceCustomisationNavigationOne Essar ProjectFunctionalities / FeaturesWeb Access Option Indicates best-in-class 6
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  9. 9. The PMS Cycle @ Essar Dec Jan Feb Nov Q3 Review Q3 Q4 Q2 Review & EDR Mar Oct Sep Annual Performance Apr Review Goal Setting Q1 Review Q2 Q1 May Aug Jul Jun 9
  10. 10. Popularizing Balanced Scorecard by Creating e-Module PERFORMANCE MANAGEMENT 10
  11. 11. FUNCTIONALITIES Notes & Badges Using Notes and Badges — Employees use ‘Notes’ to send feedback or comments to their co-workers — ‘Badges’ are e-tokens of appreciation which can be sent anytime during the year TALENT PROFILE 11
  12. 12. FUNCTIONALITIES Self Directed Learning on e-Compass For the First time in Asia Integration of & Self-Directed Learning 12
  13. 13. Mapping of As-Is process to Desired Process was key in giving clarity- enhancing usage oftool and processCreating of Cross functional Team (IT/HR/SAP) and weekly meetings/reviewsUser Access Audits4 Wave Training Certification- getting Businesses to own success and User trainingLeaders Buy-In and AdoptionSuper Administrator prompts and monitoring continuouslyAnalysis/Dashboards in the hands of HR/Line ManagersStrong Channels of Communication- Workshops, Meetings, Training, Posters, Roadshows,Contests, Townhalls13
  14. 14. IT Engagement and competenceUser Access Testing (VPN) and IT Infrastructure readinessConnectivity issues and country specific lawsAdditional software requirement and planningSeparate strategy for Non SAP LocationsHR Process implementation in new acquired entities and early adoptionDependency on Web based training for remote locationsWeb Enabled Solution for Data cleanup14
  15. 15. 5000 Unique users have logged on to 95% Completion of SkillSoft 350 HR Persons Annual Process and Performance Functionality Savvy Review on e- Compass LMS@Essar powered by96% Performanceand Development 14000 Users Savvy Leaders in 21 countries Visibility to17,748 e-learningResources Accessed Business Plans and CEO Scorecards for 95% Employees Buy In of Group the first time (12k+) Goals with CEO and Board 75% Alignments 15
  16. 16. FUNCTIONALITIES LMS@Essar powered by Unlimited user Contains 22,000+ world- access class courses Accessible through Unlimited user access single sign on 10 e-books released Cloud Computing on daily basis Dashboard and Accessible anywhere, Reporting capability anytime ONE CLICK access to 22,000+ world class courses Self-Directed Learning 16
  17. 17. FUNCTIONALITIES LMS@Essar powered by SkillSoft Great opportunity for Self-directed learning Access to courses for development of behavioral and functional competencies Availability of unlimited access to e-courses, e-Books, journals at anytime, anywhere Self-Directed Learning 17
  18. 18. FUNCTIONALITIES Books 24x7 Self-Directed Learning 18
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  20. 20. FUNCTIONALITIES • Career Ladders • The opportunity for provide an incentive advancement for employees to motivates employees stay within an to produce and organization when perform well on the they see job and to acquire opportunities to new knowledge and advance. skills Employee Incentive to Retention Performance Career Succession Development Planning • The graphic • Career Ladders representation of enable organizations career ladders to plan for and provides an easily develop the skills, understood tool to knowledge, and assist an individual abilities they need in career planning now and in their and decision making future workforce Career Development and Planning 20
  21. 21. Awards and Accolades Best Project Implementation Award in Asia Pac Award 2011Best Biz Adoption in Asia Pac Award (2012) 21
  22. 22. THANK YOU 22