This document summarizes a webinar on managing talent footprint. It provides instructions for listening to the webinar using computer speakers or headphones as no dial-in number will be provided. It outlines the agenda which includes identifying critical roles, calculating the true cost of attrition, retaining top talent, and succession planning. It also lists tools available for the webinar such as audio control, speaker bios, questions and answers, and Twitter.

1. #WFwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
How to Protect and Grow Your
Company by Managing Your Talent
Footprint

2. #WFwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.

3. #WFwebinar
Speaker: John Kranz
Product Manager
PeopleFluent
Moderator: Sarah Sipek
Associate Editor
Workforce magazine
How to Protect and Grow Your
Company by Managing Your
Talent Footprint

4. #WFwebinar
Tools
You
Can
Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
EvaluationShare This
Group Chat
HRCI
WF Webinars

5. #WFwebinar
Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial
and join the live discussion with
other webinar attendees
– Enter technical or content-
related questions into the Q&A
box
– Type your question in the space
at the bottom.
– Click “Submit.”
Q&A
Group Chat

6. #WFwebinar
Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#WFwebinar
@WorkforceNews

7. #WFwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI certified?
YES! The HRCI certification code will appear in the box to
the right of the slides after the required watch-time has
elapsed.
Frequently
Asked
Ques6ons

8. #WFwebinar
Sarah
Sipek
Associate
Editor
Workforce
magazine
How to Protect and Grow Your
Company by Managing Your
Talent Footprint

9. #WFwebinar
John
Kranz
Product
Manager
PeopleFluent
How to Protect and Grow Your
Company by Managing Your
Talent Footprint

10. ©
PeopleFluent
2015
How
to
Protect
and
Grow
Your
Company
by
Managing
Your
Talent
Footprint
June 10, 2015
John Kranz, Product Manager

11. 11
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Agenda
• Today’s
Talent
Management
Challenges
• IdenMfying
CriMcal
Roles
• True
Cost
of
AOriMon
• Retaining
Top
Talent
• Succession
Planning
• Visualizing
Your
Talent
Footprint

12. 12
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Poll
QuesMon
• Which
HCM
soSware
do
you
have
deployed?
1. SAP/Success
Factors
2. Oracle
3. PeopleSoS
4. NetSuite
5. Epicor
6. UlMmate
SoSware
7. Infor
8. Payroll
System
Provider
(ADP,
etc.)
9. N/A;
not
listed
above

13. ©
2015
PeopleFluent
Managing
Your
Talent
Footprint
IdenMfying
CriMcal
Roles

14. 14
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
What
is
a
Cri6cal
Role?
Jobs
that
must
be
performed—and
performed
well—for
companies
to
succeed

15. 15
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Iden6fying
Cri6cal
Roles
Internal
• What
is
the
level
of
risk
to
the
enterprise
if
the
posiMon
is
leS
vacant
for
an
extended
period?
• To
what
extent
does
the
posiMon:
• Drive
revenue
and
impact
boOom-­‐line
financial
results?
• Involve
developing
strategy,
designing
new
products,
or
creaMng
growth
opportuniMes
for
the
organizaMon?
• Require
broad
decision
making
authority?
• Involve
relaMonships
with
external
customers
and
key
stakeholders?
• Influence
the
performance
of
or
manage
other
criMcal
posiMons?

16. 16
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Iden6fying
Cri6cal
Roles
External
• What
is
the
current
market
value
of
the
posiMon?
How
has
the
value
changed
over
Mme?
• How
is
the
posiMon
valued
by
other
companies?
• What
is
the
degree
of
compeMMon
for
qualified
candidates
for
this
posiMon
in
the
marketplace?
• To
what
extent
does
the
posiMon
require
the
use
of
rare/unique
capabiliMes
and
skill
sets?

17. 17
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Ques6ons
• What
is
a
criMcal
role
in
our
organizaMon?
• How
do
we
idenMfy
and
compare
candidates
for
criMcal
roles?
• Do
we
have
a
succession
plan
around
our
criMcal
roles?
• What
is
our
voluntary
turnover
rate
for
criMcal
roles?
• Do
we
have
Development
Plans
to
fill
CriMcal
Roles
from
within
the
OrganizaMon?

18. 18
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
“Yes,
We’ve
Iden6fied
Cri6cal
Roles”

19. 19
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
“Yes,
We
Also
Know
Our
Bench
Strength”

20. ©
2015
PeopleFluent
Managing
Your
Talent
Footprint
True
Cost
of
AOriMon

21. 21
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
AMri6on
vs.
Reten6on
• AOriMon/Turnover
-­‐
the
gradual
reducMon
of
the
size
of
a
workforce
by
not
replacing
personnel
lost
through
reMrement,
resignaMon,
sickness
or
death
• RetenMon
-­‐
an
effort
by
a
business
to
maintain
a
working
environment
which
supports
current
staff
in
remaining
with
the
company
Source:
SHRM

22. 22
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Business
Impact
of
AMri6on
• Costly
($11B
Annually*
)
• Effects
business
performance
• Customer
RelaMonships
• Company
ReputaMon
• Loss
of
Intellectual
Capital
• Reduced
ProducMvity
• It
can
be
hard
to
manage
Source:
SHRM
*Bureau
of
NaMonal
Affairs

23. 23
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Costs
Associated
with
AMri6on
• Direct
replacement
costs
can
reach
as
high
as
50%-­‐60%
of
an
employee’s
annual
salary
• Total
costs
associated
with
turnover
ranges
from
90%
to
200%
of
annual
salary

24. 24
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Why
Employees
Leave
• Rela6onship
with
Immediate
Supervisor
• Low
Employee
Engagement
(Highest
Cost
BEFORE
Leaving)
• Believe
in
Senior
Leadership
• Pride
in
working
for
the
company
• Employee
Value
ProposiMon
• Lack
of
good
working
condiMons
• No
flexible
work
schedule
• Very
few
supporMve
colleagues
• Work-­‐life
imbalance
• Lack
of
challenges
in
job
/
goal
sesng
• Mismatch
between
job
and
person
(80%)
/
onboarding
• Lack
of
coaching
and
feedback
(Mentorship
Program?)

25. 25
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Reten6on
Challenges
• Talent
shortages
• specific
skills
and
competencies
needed
• 62%
of
the
respondents
of
SHRM
survey
reported
already
having
difficulty
hiring
workers
with
the
skills
essenMal
for
a
21st
century
workforce
• Worldwide
employee
turnover
set
to
spike
in
2014,
reaching
23.4
per
cent
by
2018
• RetenMon
is
key
concern
for
organizaMons
and
requires
immediate
acMon
Source:
SHRM,
HayGroup

26. 26
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Poll
QuesMon
• Do
you
have
line
of
sight
into
ReMrement
Eligible
employees
and
Mme
horizon
to
help
forecast
future
aOriMon?
1. Yes
2. No

27. 27
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
ReMrement
Tracking

28. ©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Retaining
Top
Talent

29. 29
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Recrui6ng
Prac6ce
impacts
Reten6on
• 50%
of
companies
with
high
retenMon
don’t
use
job
boards
• Social
media
is
cheaper
and
more
effecMve
(7%
of
applicants
from
referrals
account
for
40%
hires)
• Hires
referred
by
other
employees
more
likely
to
sMck
around
(3
yr.
study:
47%
referrals,
14%
job
boards)
• Average
referral
bonus
for
FTE’s
is
$1,200
(compare
this
outlay
to
cost
for
replacement
hire!)
• Measuring
Up:
Performance
RaMng
of
New
Hires
and
retenMon
by
Hiring
Source

30. 30
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Can
Employer
Improve
Reten6on?

31. 31
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Retaining
Top
Talent
• 25%
of
employees
plan
to
change
jobs
this
year
or
next
according
to
CareerBuilder
• Whether
voluntary
or
involuntary,
very
disrupMve
to
business
• Retaining
high
performers
when
aOriMon
occurs
helps
maintain
a
more
producMve
work
structure
• Are
you
aware
of
RetenMon
Risk?

32. 32
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Preflight
Checklist
for
Higher
Reten6on
• Social
Media/Referral-­‐based
RecruiMng
• Quality
of
Hire
• EffecMve
Onboarding
Process
• Quarterly
Goals/Review
Process
• Employee
Engagement
Surveys
• CriMcal
Roles
• Flight
Risk
MiMgaMon
• Development
Plans
• Mentoring
Program
• Succession/Replacement
Planning
• Good
Turnover
• Benchmarking
and
Goal
Sesng

33. 33
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Ques6ons
• Are
we
retaining
our
top
talent?
• Where
are
we
experiencing
highest
turnover
of
high
performers?
• What
is
the
internal
promoMon
rate
of
our
High
Performers?
• What
programs
are
proving
effecMve
in
improving
our
retenMon
rate?
• What
recruitment
programs
and
investments
(not
costs)
are
contribuMng
to
retaining
High
Performers?

34. ©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Succession
Planning

35. 35
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Nearly
one-­‐third
(31%)
of
companies
with
more
than
1,000
employees
said
they
don’t
currently
have
a
succession
planning
program
at
their
organizaMon.
Source:
CareerBuilder

36. 36
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Succession
planning
needs
to
be
in
place
up
and
down
the
en6re
chain
of
command,
not
just
for
management
roles
Defini6on:
Succession
Planning/Development
The
structured
and
coordinated
prac6ce
of
iden6fying
and
preparing
pools
of
internal
talent
to
fill
key
posi6ons,
with
the
goal
of
mee6ng
business
objec6ves.

37. 37
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
What
is
Lacking
in
Succession
Planning?
• Not
enough
opportuniMes
for
employees
to
learn
beyond
their
own
roles
–
39%
• Process
isn’t
formalized
–
38%
• Not
enough
investment
in
training
and
development
–
33%
• Not
acMvely
involving
employees
or
seeking
their
input
–
31%
• It
only
focuses
on
top
execuMves
–
29
%
**Managers
also
reported
that
workers’
awareness
of
and
input
on
their
own
succession
planning
is
important.
49%
of
employers
said
employees
don’t
set
up
career
paths
with
their
managers
with
Mmelines
and
milestones
Source:
CareerBuilder

38. 38
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Value
of
Succession
Planning
• Avoids
costs.
Replacing
someone,
especially
with
an
external
candidate,
creates
costs
in
the
areas
of
recruitment,
HR
administraMon,
lost
producMvity,
and
missed
opportuniMes.
• Retains
skills
and
knowledge.
These
are
assets
with
real
value
that
may
be
impossible
to
replace.
• Prevents
backfilling.
Stop
the
unintended
ripple
effect
that’s
created
down
the
ranks
as
employees
act
as
stop-­‐gaps
for
vacant
roles.
• Creates
fluidity.
An
“irreplaceable
person”
won’t
be
promoted,
blocking
advancement
for
those
below.
This
entrenchment
forces
a
costly
external
search.
• Improves
engagement
and
reten6on.
Reduce
turnover
by
engaging
and
keeping
talented
people.
Offer
clear
career
paths
and
build
a
team
culture.
• Removes
vulnerability.
Skills
redundancy
ensures
business
conMnuity
if
a
key
staff
member
leaves.

39. 39
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Ques6ons
• What
is
our
Bench
Strength
for
CriMcal
Roles?
• Are
we
extending
Succession
Planning
below
Director
Level?
• Do
we
understand
the
posiMon
requirements
to
properly
idenMfy
Successors?
• What
programs
are
proving
effecMve
to
increase
Successor
Readiness?

40. 40
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Poll
QuesMon
• Which
of
the
following
BEST
describes
your
efforts
around
Succession
and/or
Growth
Planning?
1. We
conduct
Succession
Planning
that
focuses
on
top
Mer
of
the
organizaMon
only
2. We
conduct
Succession
Planning
which
spans
deep
into
our
organizaMonal
structure
3. We
do
not
conduct
Succession
Planning

41. 41
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Succession
Planning
with
9
Box

42. ©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Visualizing
Your
Talent
Footprint

43. 43
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Poll
QuesMon
• Which
best
applies
to
you?
How
do
you
manage
your
HCM
data?
1. All
HCM
data
and
Talent/Performance
informaMon
is
housed
in
a
single
system
of
record
2. We
uMlize
a
single
Product
Suite
(mulMple/
integraMon
soluMons)
to
manage
our
HCM
data
(single
vendor)
3. We
uMlize
mulMple
best
of
breed
point
products
across
our
organizaMon
(mulAple
vendors)

44. 44
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Are
You
Able
to
Visualize
Key
Talent
Data?

45. 45
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Sample
Talent
Data
• Performance/PotenMal
RaMngs
• Performance
of
New
Hires
• CriMcal
Roles
• RetenMon
Risk
• PosiMon
Requirements
• Readiness
/
Development
Plans
• PosiMon
and
Company
Tenure
• QualificaMons
• Time
to
Hire
• Good/Bad
AOriMon
• Internal
Placement
• ReMrement
Eligible
Date

46. 46
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Bringing
Your
Talent
Data
Together
• A
secure,
web-­‐based
soluMon
that
integrates
a
hierarchical
view
of
your
business
with
data
contained
within
virtually
any
data
source
including
HR,
ERP,
succession
or
financial
systems
HCM
Data
Finance
Data
Succession
Data

47. 47
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
How
Does
it
Work?
3
Step
Process
STEP
1:
Connect
to
Data
Sources
STEP
2:
Define
&
Configure
Chart
Styles/Content
STEP
3: Publish/Share
Org
Charts
&
Reports

48. 48
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Common
HR
Talent
Mgmt
Data
Needs
• CriMcal
Roles
• High
Performers
• Head
Count,
FTE,
and
Contractors
• Head
Count
with
Open
PosiMons
• Span
of
Control
Analysis
• Salary
• Performance
• Talent
Review
• Succession
Planning
• OrganizaMonal
Planning
• BudgeMng
• Diversity

49. 49
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Driving
Informed
Talent
Mgmt
Decisions
• Roll-­‐up
and
summarize
data
(such
as
head
counts,
salaries,
etc.)
to
analyze
workforce
data
• Quickly
produce
ad-­‐hoc
reports
using
powerful
search
funcMons
• Create
mulMple
views
using
the
same
source
data
(cost
center,
org
unit,
etc.)
• View
matrix
reports,
open
posiMons,
contractors
and
more
Quickly produce powerful workforce charts and
reports that surface answers to the most
difficult workforce questions.

50. 50
of
42
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
The Value Proposition
1. Combine
Talent
Data
from
mulMple
sources
to
build
talent
profile
view
spanning
the
enMre
workforce
2. IdenMfy
criMcal
roles
and
high
performers
3. Flag
retenMon
risk
/
impact
of
loss
(Mgr.
EffecAveness)
4. Define
PosiMon
Requirements
5. Create
Talent
Pools
6. Evaluate
New
High
Performers
and
Source
of
Hire
7. Conduct
Succession
Planning
8. IdenMfy
and
Compare
Successor
Candidates
9. Assign
Successor
Readiness
10. Evaluate
and
build
bench
strength
(fill
talent
gaps)
Key
Benefits
in
Managing
Your
Talent
Footprint

51. TM
©
2015
PeopleFluent
Managing
Your
Talent
Footprint
Thank
You
Find
PeopleFluent
on…
TwiMer:
twiOer.com/peoplefluent
LinkedIn:
linkedin.com/company/peoplefluent
Facebook:
facebook.com/peoplefluent
Blog:
peoplefluent.com/resources/peoplefluent-­‐blog
John Kranz
Product Manager
john.Kranz@peoplefluent.com
(m) 480.225.8204
For more informaFon, call:
214-­‐574-­‐5020 or visit our website at:
www.peoplefluent.com

52. #WFwebinar
Please complete the
webinar evaluation.

53. #WFwebinar
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Partnerships Through Talent
Analytics
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