SlideShare a Scribd company logo
1 of 32
Download to read offline
Talent Intelligence
Using Measurement to Better Manage
       the Workforce and HR
          March 19, 2009
            Mike Brennan
         Principal Consultant
         Knowledge Infusion
About Knowledge Infusion


                                                                  Founded in 2004 by Jason Averbook and Heidi Spirgi
           History
                                                                  Leader in HCM and talent management consulting and
                                                                  advisory services

           Total Employees                                        Approximately 35, Across North America

           Headquarters & Offices                                 Minneapolis, MN; Offices throughout US

           Target Markets                                         Fortune 2000, Mid-market, Public Sector

           Number of Customers                                    Over 200
           Areas of Expertise                                     HCM and talent management, portals and self-service,
                                                                  performance, succession, recruitment, learning &
                                                                  development, talent/workforce planning, analytics,
                                                                  collaborative technologies

                                                                  Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit,
         Notable Customers
                                                                  Safeway, Luxottica, Health Net, AAA, Target, US Postal



                                                                          2
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Agenda

     •HR’s Role in Decision Support



     •Talent Intelligence: Better
      Management of the Workforce
      and HR




                                                                  3
Knowledge Infusion Proprietary and Confidential, Copyright 2009
HR’S ROLE IN DECISION
                  SUPPORT



                                                                  4
Knowledge Infusion Proprietary and Confidential, Copyright 2009
5
Knowledge Infusion Proprietary and Confidential, Copyright 2009
6
Knowledge Infusion Proprietary and Confidential, Copyright 2009
7
Knowledge Infusion Proprietary and Confidential, Copyright 2009
quot;Think, Blink or Sleep on It? The Impact of Modes of Thought on
                                                                  Complex Decision Making,quot; University of New South Wales and the
                                                                  University of Essex in England, 2008


                                                                               8
Knowledge Infusion Proprietary and Confidential, Copyright 2009
9
Knowledge Infusion Proprietary and Confidential, Copyright 2009
2009 HR Needs
     Balance of People Management with Lower Cost-to-Serve

                      What is the role of talent in supporting both short-term
                                  and long-term business goals?
                 Surviving in the Short-term                                Planning for the Long-Term
      • Short-term Goals                                               • Long-term Goals
                 • cut costs                                               • grow mindshare/walletshare
      • Role of Talent                                                     • enter new markets
                 • provide products                                        • improve operational efficiencies
                 • execute                                             • Role of Talent
                 • focus on efficiency                                     • provide products
                                                                           • execute
                                                                           • develop and position for growth
                                                                           • innovate new products and
                                                                             services
                                                                           • grow new markets

                                                                  10
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Key Statistics from New EIU Study
     (% Who Agree)

               Slowdown presents an opportunity to
                                                                                                                         59%
               streamline by eliminating reduncancy

       Becoming increasingly difficult to recruit
                                                                                                                  53%
           and retain talented employees

      Will improve training and development in
                                                                                                             47%
      the next 12 months to retain employees

   Expect the organization will actively target
                                                                                                          42%
    employees made redundant elsewhere

  Redeployment of talent will be important
                                                                                                     36%
 part of recruiting strategy over next 3 years

                                                                       0%     10%     20%    30%     40%    50%     60%    70%
                                                                  N = 484 Senior HR and Non-HR Executives
                                                                  Source: Economist Intelligence Unit, StepStone, 2009

                                                                         11
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Metrics Not Heavily Utilized


              Metrics exist to measure and model
             effective workforce management and                                           35%
                     deployment decisions


   The organization accurately forecasts the
    demand for labor (size and skills) over                                                 40%
            various time periods



          Metrics are used to provide input into
                                                                                                   49%
         strategic workforce planning decisions


                                                                  0%    10%   20%   30%   40%     50%    60%

Source: Integrated Talent Management, Part 1 - Understanding the
Opportunities for Success, IBM, HCI, 2008

                                                                   12
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Why Doesn’t HR Measure?


     • “We are not very sophisticated, with no regular metrics in place.
       And I don’t think the staff would know what to do with metrics [if
       they had them].”
            • Talent Management Director

     • “In terms of tracking metrics, we don’t do well at all. It’s ad hoc,
       manual and burdensome. We have several systems. No two of
       them are integrated.”
            • HRIT Director

     • “We need better metrics, particularly for ID’ing & retaining Hi-Po’s.”
            • Manager of Leadership and Succession



                                                                  13
Knowledge Infusion Proprietary and Confidential, Copyright 2009
TALENT INTELLIGENCE &
                  ON-THE-MONEY METRICS



                                                                  14
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Defining Talent Intelligence




               The management of workforce and business information to drive
                 better business decisions in support of organizational goals.




                                                                  15
Knowledge Infusion Proprietary and Confidential, Copyright 2009
What is a MEASURE? A METRIC?
   ANALYTIC? KPI?

     • Measure: Single data point indicating the timing or order of
       magnitude of a transaction or process.
            • Example: Date of hire

     • Metric: Meaningful information, derived from data, that
       answers a basic question about a process(s) or event(s)
            • Example: Number of new hires in 2008

     • Analytic: Actionable information that enables business
       leaders to arrive at a realistic and/ or optimal decision based
       on relationships among metrics and/or measures
            • Example: Total cost of undesirable turnover amongst the class of 2008




                                                                  16
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Intelligence Framework: Types of Metrics & Analytics


                                                                                                                    Talent                                                                                                                                   Workforce &
                                                                                                                    People                                                                                                                                    Corporate
                                 HR Strategic
                                        HR
                                                                                                                Management                                                                                                                                  Organizational
                                                                                                                Departmental                                                                                                                                   Scorecard
                                 Pillars & KPIs
                                   Operations                                                                   Effectiveness                                                                                                                                Performance
                                                                                                                   Metrics



                   Examples:                                                Examples:                                                                                                                                                                  Examples:
                                                                            - Attraction
                   - Time-to-Hire                                                                                                                                                                                                                      - Dollars Booked
                                                                            - Retention
                   - HR-Staff -per-FTE                                                                                                                                                                                                                 - # of Deals Assigned
                                                                            - Bench Strength
                   - Training Hours -per-FTE                                                                                                                                                                                                           - Customer Service
                                                                            - Mobility
                   - % On-Time Perf Reviews                                                                                                                                                                                                            - # of Errors / 1,000
                                                                            - Diversity                                                                                                                                                                - Average Issue Resolution Time
                   - HR Cost Revenue Percentage

                                                                                                                               Analytics
                                                                  The image cannot be display ed. Your computer may not hav e enough memory to open the image, or the image may hav e been corrupted. Restart y our computer, and then open the file



                                                                                         Joint Accountability
                          HR Stakeholders Accountable                                                                                                                                                                                                  Non -HR Stakeholders Accountable
                                                                  again. If the red x still appears, y ou may hav e to delete the image and then insert it again.




                                                                                                                                  Data

                                                                                                                                                      17
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Analytics that Span Categories

     • Dollars booked per advisor
     • Impact of billable utilization rate on company profitability
     • Cost per vacancy
     • New-hire time-to-productivity
     • Revenue per total workforce spend
     • Level 3 and Level 4 training analytics
     • Total cost of ‘Hi-Po / Hi-Per’ voluntary turnover



                                                                  18
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Application: Metrics & Analytics in Tough Times

           Question                                               Examples of Data, Metrics & Analytics
           Where can we afford to                                 E.g., Headcount, total compensation, cost of
           reduce staff levels?                                   voluntary turnover packages, productivity
                                                                  measures
           Where can we NOT afford                                E.g., Employee productivity, skills & competencies
           to reduce staff levels?                                data, average manager span of control, average
                                                                  total compensation across geographies, position
                                                                  vacancy rate in ‘key’ or ‘critical’ roles
           How do we ensure the                                   E.g., percentage of promotable employees in key
           organization is able to                                talent pools, relative compensation, flight risk,
           thrive when the economy                                development plans, development actions and
           recovers? Who will lead                                Kirkpatrick measures
           us?




                                                                            19
Knowledge Infusion Proprietary and Confidential, Copyright 2009
20



     People, Process and Technology




                                                       40 – 40 - 20
                                                 PEOPLE
                                                                  PROCESS
                                                                         TECHNOLOGY




                                                                    20
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Know Who and What You Have


            • Obtain visibility into talent that exists within the
              enterprise
                     • HIPOs, Leaders, Top Performers
                                                                       In turbulent times more than any
                                                                       other, there is not only the
                     • Knowledge, skills, abilities, interests
                                                                       opportunity, but the need for HR
            • Standardize talent review processes                      to provide leadership to the
                                                                       business. The ability to attract
            • Ask:                                                     and retain workers when times
                                                                       are tough really requires leaders
                     • Do we have the talent we need?                  to be at their best.
                     • Can we mobilize it?
                                                                       Dave Gartenberg, HR Director
                                                                       at Microsoft UK
                     • Can we develop it?




                                                                  21
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Case Study: Inventorying Internal Talent Supply
         • Global Property & Casualty Insurer
           transitioning from COE to Geo org structure

         • Goal: Inventory talent and enable global
           mobility
                 • Skills, knowledge, prior experience/jobs, career
                   preferences, relo preferences, languages

         • Leveraging core HR system and pieces of
           Talent Management suite

         • HR and managers able to access data on
           internal talent, support business decisions

         • Building on success with mobility to better
           manage talent in terms of development and
           retention


                                                                  22
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Single View of the Employee/Contractor/Candidate




                                                                  23
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Single View of the Team




                                                                  24
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Single View of the Organization (Select Metrics)




                                                                  25
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Managing Retention Risk




                                                                  26
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Key Technology Components


                                                                                                                         •Easy-to-Use Visualization Tool
                                                                                                                          Accessed via Portal
                                                                                                                         •Email
                                                                                                                         •Binder
                                                                                                                         •Etc.


                                                                         Data Hub
                                                                         “Single Source of Truth”
                                    Staffing



                                                            Onboarding


                                                                               Succession
                                                                               Performance /


                                                                                               Learning



                                                                                                          Compensation



                                                                                                                                HRMS


                                                                                                                                            Non-HR Info
                                                                                               27
Knowledge Infusion Proprietary and Confidential, Copyright 2009
SUMMARY & CONCLUSIONS




                                                                  28
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Summary

     • Think, blink or sleep on it: Data, metrics and analytics help
       make tough decisions smart decisions
            • Good storytelling also helps; Numbers only part of the picture
     • Talent metrics are business metrics
            • HR & TM data support business decisions
     • Ensure short-term gains do not lead to long-term losses
            • Ensure adequate supply of talent, particularly for critical roles
     • Talent management is much more effective when
       accompanied by an intelligence strategy and capability
            • Talent intelligence comprises people, process, technology



                                                                  29
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Talent Intelligence Check-List

          Identify client stakeholders with tough decisions to
          make.

          Beg, borrow and steal analytic competencies.

          Keep HR and non-HR stakeholders appropriately
          engaged.

          Standardize metrics and analytics definitions and
          data sources.

          Pick the most cost-effective tools for delivering metrics
          and analytics to the stakeholders who need them –
          new or existing.



                                                                  30
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Wrap-Up




                                                       Questions and Discussion

                                           Mike.Brennan@KnowledgeInfusion.com




                                                                  31
Knowledge Infusion Proprietary and Confidential, Copyright 2009
Continue the Conversation

     • http://www.knowledgeinfusion.com/coe/groups/talent-intelligence




                                                                  32
Knowledge Infusion Proprietary and Confidential, Copyright 2009

More Related Content

What's hot

Profitiviti - Executive Overview
Profitiviti - Executive OverviewProfitiviti - Executive Overview
Profitiviti - Executive OverviewSteve Raack
 
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...InSync2011
 
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceBuild, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
 
Recruiting From Within
Recruiting From WithinRecruiting From Within
Recruiting From WithinCielo
 
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013HRBoss
 
People & Performance August 2011
People & Performance August 2011People & Performance August 2011
People & Performance August 2011Charlotte_H
 
JVG Media - Introduction
JVG Media - IntroductionJVG Media - Introduction
JVG Media - IntroductionNevin Lewis
 
Npg Company Overview 140211
Npg Company Overview 140211Npg Company Overview 140211
Npg Company Overview 140211daggygetachew
 

What's hot (9)

Profitiviti - Executive Overview
Profitiviti - Executive OverviewProfitiviti - Executive Overview
Profitiviti - Executive Overview
 
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
 
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceBuild, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce
 
Recruiting From Within
Recruiting From WithinRecruiting From Within
Recruiting From Within
 
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
 
People & Performance August 2011
People & Performance August 2011People & Performance August 2011
People & Performance August 2011
 
JVG Media - Introduction
JVG Media - IntroductionJVG Media - Introduction
JVG Media - Introduction
 
Npg Company Overview 140211
Npg Company Overview 140211Npg Company Overview 140211
Npg Company Overview 140211
 
Hamilton - Secrets of Strategic Staffing
Hamilton - Secrets of Strategic StaffingHamilton - Secrets of Strategic Staffing
Hamilton - Secrets of Strategic Staffing
 

Viewers also liked

Violet level of intelligence – imagination and creativity
Violet level of intelligence – imagination and creativityViolet level of intelligence – imagination and creativity
Violet level of intelligence – imagination and creativitykirti betai
 
General Psychology:Intelligence
General Psychology:IntelligenceGeneral Psychology:Intelligence
General Psychology:Intelligenceeleng_kleng
 
Types of intelligence (mrs. montano)
Types of intelligence (mrs. montano)Types of intelligence (mrs. montano)
Types of intelligence (mrs. montano)nmontano72
 
Nature of Intelligence
Nature of IntelligenceNature of Intelligence
Nature of Intelligencerguzman2003
 
Ahmad hanafi - hypno presentation
Ahmad hanafi - hypno presentationAhmad hanafi - hypno presentation
Ahmad hanafi - hypno presentationAhmad Hanafi
 
Nature of intelligence presentation
Nature of intelligence presentationNature of intelligence presentation
Nature of intelligence presentationApril Jasso
 
Kristie marriner nature of intelligence
Kristie marriner nature of intelligenceKristie marriner nature of intelligence
Kristie marriner nature of intelligenceKristie Marriner
 
Intelligence
IntelligenceIntelligence
Intelligencedrburwell
 
Introduction to psychology ch 8
Introduction to psychology ch 8Introduction to psychology ch 8
Introduction to psychology ch 8Ma Cecilla Vergara
 
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...How2become Ltd
 
Nature of intelligence Presentation
Nature of intelligence Presentation Nature of intelligence Presentation
Nature of intelligence Presentation captjim
 
Iq test and intelligence
Iq test  and intelligenceIq test  and intelligence
Iq test and intelligenceScholar hive
 
Social and Emotional Issues of Gifted Students
Social and Emotional Issues of Gifted StudentsSocial and Emotional Issues of Gifted Students
Social and Emotional Issues of Gifted StudentsThe ECU Gifted Team
 

Viewers also liked (20)

Violet level of intelligence – imagination and creativity
Violet level of intelligence – imagination and creativityViolet level of intelligence – imagination and creativity
Violet level of intelligence – imagination and creativity
 
Types of intelligence
Types of intelligenceTypes of intelligence
Types of intelligence
 
General Psychology:Intelligence
General Psychology:IntelligenceGeneral Psychology:Intelligence
General Psychology:Intelligence
 
Types of intelligence (mrs. montano)
Types of intelligence (mrs. montano)Types of intelligence (mrs. montano)
Types of intelligence (mrs. montano)
 
C11
C11C11
C11
 
Multiple intelligences
Multiple intelligencesMultiple intelligences
Multiple intelligences
 
Nature of Intelligence
Nature of IntelligenceNature of Intelligence
Nature of Intelligence
 
Basic inteligence
Basic inteligenceBasic inteligence
Basic inteligence
 
Intelligence Types Test
Intelligence Types TestIntelligence Types Test
Intelligence Types Test
 
Ahmad hanafi - hypno presentation
Ahmad hanafi - hypno presentationAhmad hanafi - hypno presentation
Ahmad hanafi - hypno presentation
 
Nature of intelligence presentation
Nature of intelligence presentationNature of intelligence presentation
Nature of intelligence presentation
 
Kristie marriner nature of intelligence
Kristie marriner nature of intelligenceKristie marriner nature of intelligence
Kristie marriner nature of intelligence
 
IQ test
IQ testIQ test
IQ test
 
Unit 3 intelligence
Unit 3 intelligenceUnit 3 intelligence
Unit 3 intelligence
 
Intelligence
IntelligenceIntelligence
Intelligence
 
Introduction to psychology ch 8
Introduction to psychology ch 8Introduction to psychology ch 8
Introduction to psychology ch 8
 
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...
How to Pass IQ and Aptitude Tests: Practice Sample Questions and Answers with...
 
Nature of intelligence Presentation
Nature of intelligence Presentation Nature of intelligence Presentation
Nature of intelligence Presentation
 
Iq test and intelligence
Iq test  and intelligenceIq test  and intelligence
Iq test and intelligence
 
Social and Emotional Issues of Gifted Students
Social and Emotional Issues of Gifted StudentsSocial and Emotional Issues of Gifted Students
Social and Emotional Issues of Gifted Students
 

Similar to Talent Intelligence: Using Measurement to Better Manage the Workforce and HR - IHRIM Affinity Group

In Search of a Talent Management Strategy
In Search of a Talent Management StrategyIn Search of a Talent Management Strategy
In Search of a Talent Management StrategyJason Corsello
 
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)Jason Corsello
 
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012S&T GROUP
 
Sra Dn Presentation [Compatibility Mode]
Sra Dn Presentation [Compatibility Mode]Sra Dn Presentation [Compatibility Mode]
Sra Dn Presentation [Compatibility Mode]rnieman
 
National Grid The Skills Grid SFIA
National Grid The Skills Grid SFIANational Grid The Skills Grid SFIA
National Grid The Skills Grid SFIASFIA User Forum
 
Talent2 Brochure
Talent2 BrochureTalent2 Brochure
Talent2 Brochuresultan12
 
Gamification of innovation process
Gamification of innovation process Gamification of innovation process
Gamification of innovation process Hoda Mehr
 
Session on HR Delivery By Dr. Sraban Mukherjee
Session on HR Delivery By Dr. Sraban MukherjeeSession on HR Delivery By Dr. Sraban Mukherjee
Session on HR Delivery By Dr. Sraban MukherjeeNational HRD Network
 
Measuring Engagment
Measuring EngagmentMeasuring Engagment
Measuring EngagmentMMunieb123
 
5 Lessons for Upgrading Talent with Outside Superstars
5 Lessons for Upgrading Talent with Outside Superstars5 Lessons for Upgrading Talent with Outside Superstars
5 Lessons for Upgrading Talent with Outside Superstarsassessmentedge
 
Harnessing the power of Project Management
Harnessing the power of Project ManagementHarnessing the power of Project Management
Harnessing the power of Project ManagementWes Balakian
 
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2ranaemog
 
Acquiring and Developing Talent Irrespective of Health Care Models
Acquiring and Developing Talent Irrespective of Health Care ModelsAcquiring and Developing Talent Irrespective of Health Care Models
Acquiring and Developing Talent Irrespective of Health Care ModelsCielo
 
Leadership Impacts the Bottom Line...Is leadership development a key componen...
Leadership Impacts the Bottom Line...Is leadership development a key componen...Leadership Impacts the Bottom Line...Is leadership development a key componen...
Leadership Impacts the Bottom Line...Is leadership development a key componen...Arseth Insights
 
Testing Webinar III
Testing Webinar IIITesting Webinar III
Testing Webinar IIIRyan Heinl
 
Hiring is broken
Hiring is brokenHiring is broken
Hiring is brokenClearFit
 

Similar to Talent Intelligence: Using Measurement to Better Manage the Workforce and HR - IHRIM Affinity Group (20)

In Search of a Talent Management Strategy
In Search of a Talent Management StrategyIn Search of a Talent Management Strategy
In Search of a Talent Management Strategy
 
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)
The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)
 
You In MEA HR
You In MEA HRYou In MEA HR
You In MEA HR
 
Managing HR to Leading HR
Managing HR to Leading HRManaging HR to Leading HR
Managing HR to Leading HR
 
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012
Getting things done, Teja Breznik Alfirev HR arena, Zagreb, 18-19.september 2012
 
HRM
HRMHRM
HRM
 
Sra Dn Presentation [Compatibility Mode]
Sra Dn Presentation [Compatibility Mode]Sra Dn Presentation [Compatibility Mode]
Sra Dn Presentation [Compatibility Mode]
 
National Grid The Skills Grid SFIA
National Grid The Skills Grid SFIANational Grid The Skills Grid SFIA
National Grid The Skills Grid SFIA
 
Talent2 Brochure
Talent2 BrochureTalent2 Brochure
Talent2 Brochure
 
Chip Brochure
Chip BrochureChip Brochure
Chip Brochure
 
Gamification of innovation process
Gamification of innovation process Gamification of innovation process
Gamification of innovation process
 
Session on HR Delivery By Dr. Sraban Mukherjee
Session on HR Delivery By Dr. Sraban MukherjeeSession on HR Delivery By Dr. Sraban Mukherjee
Session on HR Delivery By Dr. Sraban Mukherjee
 
Measuring Engagment
Measuring EngagmentMeasuring Engagment
Measuring Engagment
 
5 Lessons for Upgrading Talent with Outside Superstars
5 Lessons for Upgrading Talent with Outside Superstars5 Lessons for Upgrading Talent with Outside Superstars
5 Lessons for Upgrading Talent with Outside Superstars
 
Harnessing the power of Project Management
Harnessing the power of Project ManagementHarnessing the power of Project Management
Harnessing the power of Project Management
 
Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2Management Mentors Sales Presentation V1.2
Management Mentors Sales Presentation V1.2
 
Acquiring and Developing Talent Irrespective of Health Care Models
Acquiring and Developing Talent Irrespective of Health Care ModelsAcquiring and Developing Talent Irrespective of Health Care Models
Acquiring and Developing Talent Irrespective of Health Care Models
 
Leadership Impacts the Bottom Line...Is leadership development a key componen...
Leadership Impacts the Bottom Line...Is leadership development a key componen...Leadership Impacts the Bottom Line...Is leadership development a key componen...
Leadership Impacts the Bottom Line...Is leadership development a key componen...
 
Testing Webinar III
Testing Webinar IIITesting Webinar III
Testing Webinar III
 
Hiring is broken
Hiring is brokenHiring is broken
Hiring is broken
 

Recently uploaded

Toyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsToyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsStefan Wolpers
 
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdf
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdfProgress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdf
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdfHolger Mueller
 
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdf
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdfThe Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdf
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdfbelieveminhh
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementsirhcs
 
Global Internal Audit Standards 2024.pdf
Global Internal Audit Standards 2024.pdfGlobal Internal Audit Standards 2024.pdf
Global Internal Audit Standards 2024.pdfAmer Morgan
 
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODF
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODFRATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODF
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODFCaitlinCummins3
 
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...BabaJohn3
 
Shots fired Budget Presentation.pdf12312
Shots fired Budget Presentation.pdf12312Shots fired Budget Presentation.pdf12312
Shots fired Budget Presentation.pdf12312LR1709MUSIC
 
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...Khaled Al Awadi
 
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Step
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door StepHigh Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Step
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Stepdarmandersingh4580
 
The Art of Decision-Making: Navigating Complexity and Uncertainty
The Art of Decision-Making: Navigating Complexity and UncertaintyThe Art of Decision-Making: Navigating Complexity and Uncertainty
The Art of Decision-Making: Navigating Complexity and Uncertaintycapivisgroup
 
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deck
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deckPitch Deck Teardown: Goodcarbon's $5.5m Seed deck
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deckHajeJanKamps
 
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证ogawka
 
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg Pfizer
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg PfizerJual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg Pfizer
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg PfizerPusat Herbal Resmi BPOM
 
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In HarareTop^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Hararedoctorjoe1984
 
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...drm1699
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfmstarkes24
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.daisycvs
 

Recently uploaded (20)

Toyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsToyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & Transformations
 
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdf
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdfProgress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdf
Progress Report - UKG Analyst Summit 2024 - A lot to do - Good Progress1-1.pdf
 
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdf
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdfThe Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdf
The Vietnam Believer Newsletter_May 13th, 2024_ENVol. 007.pdf
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statements
 
WAM Corporate Presentation May 2024_w.pdf
WAM Corporate Presentation May 2024_w.pdfWAM Corporate Presentation May 2024_w.pdf
WAM Corporate Presentation May 2024_w.pdf
 
Global Internal Audit Standards 2024.pdf
Global Internal Audit Standards 2024.pdfGlobal Internal Audit Standards 2024.pdf
Global Internal Audit Standards 2024.pdf
 
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODF
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODFRATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODF
RATINGS OF EACH VIDEO FOR UNI PROJECT IWDSFODF
 
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
 
Shots fired Budget Presentation.pdf12312
Shots fired Budget Presentation.pdf12312Shots fired Budget Presentation.pdf12312
Shots fired Budget Presentation.pdf12312
 
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
 
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Step
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door StepHigh Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Step
High Profile Bangalore Just VIP Brigade Road 100% Genuine at your Door Step
 
The Art of Decision-Making: Navigating Complexity and Uncertainty
The Art of Decision-Making: Navigating Complexity and UncertaintyThe Art of Decision-Making: Navigating Complexity and Uncertainty
The Art of Decision-Making: Navigating Complexity and Uncertainty
 
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deck
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deckPitch Deck Teardown: Goodcarbon's $5.5m Seed deck
Pitch Deck Teardown: Goodcarbon's $5.5m Seed deck
 
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
 
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg Pfizer
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg PfizerJual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg Pfizer
Jual Obat Aborsi Di Sibolga wa 0851/7541/5434 Cytotec Misoprostol 200mcg Pfizer
 
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In HarareTop^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
 
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...
#Mtp-Kit Prices » Qatar. Doha (+27737758557) Abortion Pills For Sale In Doha,...
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdf
 
Obat Aborsi Pasuruan 0851\7696\3835 Jual Obat Cytotec Di Pasuruan
Obat Aborsi Pasuruan 0851\7696\3835 Jual Obat Cytotec Di PasuruanObat Aborsi Pasuruan 0851\7696\3835 Jual Obat Cytotec Di Pasuruan
Obat Aborsi Pasuruan 0851\7696\3835 Jual Obat Cytotec Di Pasuruan
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
 

Talent Intelligence: Using Measurement to Better Manage the Workforce and HR - IHRIM Affinity Group

  • 1. Talent Intelligence Using Measurement to Better Manage the Workforce and HR March 19, 2009 Mike Brennan Principal Consultant Knowledge Infusion
  • 2. About Knowledge Infusion Founded in 2004 by Jason Averbook and Heidi Spirgi History Leader in HCM and talent management consulting and advisory services Total Employees Approximately 35, Across North America Headquarters & Offices Minneapolis, MN; Offices throughout US Target Markets Fortune 2000, Mid-market, Public Sector Number of Customers Over 200 Areas of Expertise HCM and talent management, portals and self-service, performance, succession, recruitment, learning & development, talent/workforce planning, analytics, collaborative technologies Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit, Notable Customers Safeway, Luxottica, Health Net, AAA, Target, US Postal 2 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 3. Agenda •HR’s Role in Decision Support •Talent Intelligence: Better Management of the Workforce and HR 3 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 4. HR’S ROLE IN DECISION SUPPORT 4 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 5. 5 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 6. 6 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 7. 7 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 8. quot;Think, Blink or Sleep on It? The Impact of Modes of Thought on Complex Decision Making,quot; University of New South Wales and the University of Essex in England, 2008 8 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 9. 9 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 10. 2009 HR Needs Balance of People Management with Lower Cost-to-Serve What is the role of talent in supporting both short-term and long-term business goals? Surviving in the Short-term Planning for the Long-Term • Short-term Goals • Long-term Goals • cut costs • grow mindshare/walletshare • Role of Talent • enter new markets • provide products • improve operational efficiencies • execute • Role of Talent • focus on efficiency • provide products • execute • develop and position for growth • innovate new products and services • grow new markets 10 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 11. Key Statistics from New EIU Study (% Who Agree) Slowdown presents an opportunity to 59% streamline by eliminating reduncancy Becoming increasingly difficult to recruit 53% and retain talented employees Will improve training and development in 47% the next 12 months to retain employees Expect the organization will actively target 42% employees made redundant elsewhere Redeployment of talent will be important 36% part of recruiting strategy over next 3 years 0% 10% 20% 30% 40% 50% 60% 70% N = 484 Senior HR and Non-HR Executives Source: Economist Intelligence Unit, StepStone, 2009 11 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 12. Metrics Not Heavily Utilized Metrics exist to measure and model effective workforce management and 35% deployment decisions The organization accurately forecasts the demand for labor (size and skills) over 40% various time periods Metrics are used to provide input into 49% strategic workforce planning decisions 0% 10% 20% 30% 40% 50% 60% Source: Integrated Talent Management, Part 1 - Understanding the Opportunities for Success, IBM, HCI, 2008 12 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 13. Why Doesn’t HR Measure? • “We are not very sophisticated, with no regular metrics in place. And I don’t think the staff would know what to do with metrics [if they had them].” • Talent Management Director • “In terms of tracking metrics, we don’t do well at all. It’s ad hoc, manual and burdensome. We have several systems. No two of them are integrated.” • HRIT Director • “We need better metrics, particularly for ID’ing & retaining Hi-Po’s.” • Manager of Leadership and Succession 13 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 14. TALENT INTELLIGENCE & ON-THE-MONEY METRICS 14 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 15. Defining Talent Intelligence The management of workforce and business information to drive better business decisions in support of organizational goals. 15 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 16. What is a MEASURE? A METRIC? ANALYTIC? KPI? • Measure: Single data point indicating the timing or order of magnitude of a transaction or process. • Example: Date of hire • Metric: Meaningful information, derived from data, that answers a basic question about a process(s) or event(s) • Example: Number of new hires in 2008 • Analytic: Actionable information that enables business leaders to arrive at a realistic and/ or optimal decision based on relationships among metrics and/or measures • Example: Total cost of undesirable turnover amongst the class of 2008 16 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 17. Intelligence Framework: Types of Metrics & Analytics Talent Workforce & People Corporate HR Strategic HR Management Organizational Departmental Scorecard Pillars & KPIs Operations Effectiveness Performance Metrics Examples: Examples: Examples: - Attraction - Time-to-Hire - Dollars Booked - Retention - HR-Staff -per-FTE - # of Deals Assigned - Bench Strength - Training Hours -per-FTE - Customer Service - Mobility - % On-Time Perf Reviews - # of Errors / 1,000 - Diversity - Average Issue Resolution Time - HR Cost Revenue Percentage Analytics The image cannot be display ed. Your computer may not hav e enough memory to open the image, or the image may hav e been corrupted. Restart y our computer, and then open the file Joint Accountability HR Stakeholders Accountable Non -HR Stakeholders Accountable again. If the red x still appears, y ou may hav e to delete the image and then insert it again. Data 17 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 18. Analytics that Span Categories • Dollars booked per advisor • Impact of billable utilization rate on company profitability • Cost per vacancy • New-hire time-to-productivity • Revenue per total workforce spend • Level 3 and Level 4 training analytics • Total cost of ‘Hi-Po / Hi-Per’ voluntary turnover 18 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 19. Application: Metrics & Analytics in Tough Times Question Examples of Data, Metrics & Analytics Where can we afford to E.g., Headcount, total compensation, cost of reduce staff levels? voluntary turnover packages, productivity measures Where can we NOT afford E.g., Employee productivity, skills & competencies to reduce staff levels? data, average manager span of control, average total compensation across geographies, position vacancy rate in ‘key’ or ‘critical’ roles How do we ensure the E.g., percentage of promotable employees in key organization is able to talent pools, relative compensation, flight risk, thrive when the economy development plans, development actions and recovers? Who will lead Kirkpatrick measures us? 19 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 20. 20 People, Process and Technology 40 – 40 - 20 PEOPLE PROCESS TECHNOLOGY 20 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 21. Know Who and What You Have • Obtain visibility into talent that exists within the enterprise • HIPOs, Leaders, Top Performers In turbulent times more than any other, there is not only the • Knowledge, skills, abilities, interests opportunity, but the need for HR • Standardize talent review processes to provide leadership to the business. The ability to attract • Ask: and retain workers when times are tough really requires leaders • Do we have the talent we need? to be at their best. • Can we mobilize it? Dave Gartenberg, HR Director at Microsoft UK • Can we develop it? 21 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 22. Case Study: Inventorying Internal Talent Supply • Global Property & Casualty Insurer transitioning from COE to Geo org structure • Goal: Inventory talent and enable global mobility • Skills, knowledge, prior experience/jobs, career preferences, relo preferences, languages • Leveraging core HR system and pieces of Talent Management suite • HR and managers able to access data on internal talent, support business decisions • Building on success with mobility to better manage talent in terms of development and retention 22 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 23. Single View of the Employee/Contractor/Candidate 23 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 24. Single View of the Team 24 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 25. Single View of the Organization (Select Metrics) 25 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 26. Managing Retention Risk 26 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 27. Key Technology Components •Easy-to-Use Visualization Tool Accessed via Portal •Email •Binder •Etc. Data Hub “Single Source of Truth” Staffing Onboarding Succession Performance / Learning Compensation HRMS Non-HR Info 27 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 28. SUMMARY & CONCLUSIONS 28 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 29. Summary • Think, blink or sleep on it: Data, metrics and analytics help make tough decisions smart decisions • Good storytelling also helps; Numbers only part of the picture • Talent metrics are business metrics • HR & TM data support business decisions • Ensure short-term gains do not lead to long-term losses • Ensure adequate supply of talent, particularly for critical roles • Talent management is much more effective when accompanied by an intelligence strategy and capability • Talent intelligence comprises people, process, technology 29 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 30. Talent Intelligence Check-List Identify client stakeholders with tough decisions to make. Beg, borrow and steal analytic competencies. Keep HR and non-HR stakeholders appropriately engaged. Standardize metrics and analytics definitions and data sources. Pick the most cost-effective tools for delivering metrics and analytics to the stakeholders who need them – new or existing. 30 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 31. Wrap-Up Questions and Discussion Mike.Brennan@KnowledgeInfusion.com 31 Knowledge Infusion Proprietary and Confidential, Copyright 2009
  • 32. Continue the Conversation • http://www.knowledgeinfusion.com/coe/groups/talent-intelligence 32 Knowledge Infusion Proprietary and Confidential, Copyright 2009