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Building A High Impact Talent Management Organization
The webinar discusses the shift towards building a High Impact Talent Management (HITM) organization in HR, emphasizing strategic alignment with business goals to improve employee engagement and retention. Key elements include empowering line managers, incorporating effective decision-making tools, and conducting stay interviews for better talent management. The document highlights the importance of moving from traditional HR practices to a more strategic, business-focused approach to enhance overall workforce performance.
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Building A High Impact Talent Management Organization
- 1. Building a HighImpact Talent Management Organization 3 Keys to HR Success in the New Economy
- 2. AGENDA Christopher Ford Director ofHR 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 thiswebinar? Building a HITM Organization More than just software.
- 4. AGENDA The Results arein… 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 arenot helping… Building a HITM Organization More complicated problems. More complicated software.
- 6. AGENDA The Shift Building aHITM 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 aHITM 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 TalentManagement™ Strategic HR Effective Line Managers Engaged Employees Building a HITM Organization
- 9. AGENDAPoll Question Building aHITM 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: StartYour Strategy Building a HITM Organization Talent Takeaways Strategy + Technology
- 11. AGENDA Strategic HR Building aHITM Organization
- 12. AGENDAStrategic HR HR successwill 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 aHITM 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: ThePracticioner Building a HITM Organization Christopher Ford Director of HR Operations Silicon Valley Bank Strategic Alignment HR Value Proposition Tactical Implementation
- 15. AGENDAStrategic HR Building aHITM 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 aHITM 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 aHITM 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 aHITM 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?
- 19. AGENDA Effective Line Managers Buildinga HITM Organization
- 20. AGENDAPoll Question Building aHITM 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 LineManagers, 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 Buildinga HITM Organization Manager Empowerment Everything starts with trust Trusted managers = empowered managers Empowered managers = engaged employees
- 24. AGENDAEffective Line Managers Buildinga HITM Organization Coaching Give specific direction Consistency with support & action Make time for your managers Allow them to make mistakes
- 25. AGENDAEffective Line Managers Buildinga HITM Organization Tools Provide decision support (maintains alignment) Use tools for accountability & transparency Create your own “HR Angel”
- 26. AGENDAEffective Line Managers Buildinga 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
- 27. AGENDA Engaged Employees Building aHITM Organization
- 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: TheConsultant 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 aHITM 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 aHITM Organization Have your engagement scores significantly increased over the past 2 years? a. Yes b. No c. Not Sure
- 32. AGENDAEngaged Employees Building aHITM Organization Solving the engagement & retention problem
- 33. AGENDAEngaged Employees Building aHITM 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: TheConsultant 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 TalentManagement™ Strategic HR Effective Line Managers Engaged Employees Building a HITM Organization
- 36. AGENDA The High ImpactPanel 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
- 37. Building a HITMOrganization
- 38. Strategy Session HRsoft.com answerquestions share resources offer solutions Building a HITM Organization
Editor's Notes
- #23 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
- #24 Need to empower them Will be rewarded with results
- #25 -
- #26 United example
- #27 1 suggestion, what would it be.
- #37 What does high impact talent management mean to you? What one piece of advice would you give?