Talent Management From The Trenches

Agenda

• What is Talent Management?

• Why create a Talent Management process?

• How do you create a Talent Management process?
» Ten guiding principles from the trenches
» Associate/employee lifecycle and technical work
» The role of technology

• Understanding resistance and change management

Talent Management Copyright © 2007 People Talent Solutions Corporation. All rights reserved. 2

How do you define
Talent Management?


What is Talent Management?

• Defined strategy with clear objectives

• Integrates all components of the associate/employee lifecycle

• Based on measurable criteria

• Focused on differentiation of talent and differential investment

• Enables critical decision-making

Strategy that is integrated across the associate/employee
lifecycle by using common measurable criteria that
allows for the differentiation of talent and enables critical
decision-making


Why Create a Talent Management Process?

• Improves overall organization performance
» Up to as much as 15.4% advantage in shareholder return
(CLC, 2007)
» Improved associate/employee performance by 50% (CLC,
2007)
• Remain competitive
• Company flexibility/agility
• Retention
• Attraction
• Gives HR the credibility to influence talent decisions
• Allows for differential investment in talent


How Do You Create a Talent Management Process?
Ten Guiding Principles from the Trenches

1. Create a powerful achievable business case
• Start at the end
• What problem are you solving for?
• Describe what success will look like from multiple
perspectives

1. Assess Readiness/Org. Diagnosis
• Let the business tell you what they think
• Build relationships with the business
• Assess your risks and de-railers
• Figure out what the culture will support
• Categorize your executive committee
• Get your house in order



3. Determine your core project team
• Incorporate the business

4. Create the value proposition by connecting Talent
Management to business needs
• Be empathetic and think like the business

5. Find a Champion outside of HR

6. Stack the deck in your favor
• Rollout to the groups/clients where success is most likely
• Don’t worry about rolling out to everyone in the beginning



7. Support the process and anticipate questions/
concerns

8. Evaluate the process and communicate short-term
wins and success stories

8. Avoid trying to do too much too fast

10. One size does not fit all


Associate/Employee Lifecycle and Technical Work

Recruitment &
Selection

Exit On Boarding

Performance
Management

Succession
Employee &
Planning & Rewards & Recognition
Leadership
Career
Development
Development

Compensation/
Total Rewards



• Important levers
» Recruiting & Selection
• Gateway to the organization
• Right people, right roles
• Critical mass

» Performance Management
• Needs to be focused on the right criteria
• Needs to have proper balance of objective and
behavioral dimensions
• Needs to differentiate
• Needs to focus on current in-job performance



• The importance of criteria
» Foundation that drives Talent Management
• Differential investment

» Knowledge, skills, abilities and other factors that can be
measured
• Semi subjective – competencies
• Objective – SMART goals

Select, train and assess
performance on the same set of
criteria

The Role of Technology

• Technology is not a panacea!

• Technology should not dictate your process – your process
should dictate the technology

• Beware of off-the-shelf competency models

• Technology should be the last component of a Talent
Management project not the first

• Talent Management is about the people not the technology
» Ease of use
» Scalability

• Build or buy


Understanding Resistance and Change Management

• “I don’t understand” factor

• Ignoring requests

• Constant rescheduling of meetings

• Tenure and entitlement factor

• Reactions to loss of power

• Negative comments/behaviors



• Feigning surprise

• Pedal to metal resistance
» “I won’t do this!”

• Inability to make a decision

• This is an HR thing - “you do it”

• Alliance building
» Significant, powerful influencer that actively works against
you



• Strategies for addressing resistance
» Communicate often about the process

» Involve associates/employees, especially when establishing
criteria

» Establish rewards and consequences
• Identify a Champion outside of HR
• Establish ground rules/determine recourse
• Link key components of the Talent Management process to
rewards and recognition, bonus or incentive pay
• Communicate rewards and consequences



» Create communications in the voice of the client – don’t
deliver the message for them
• Talking points
• Outline discussion points

» Make sure your change management plan is incorporated
into the overall project plan


Talent Blueprint Software

• Talent Blueprint is designed to answer the question “What is the state of talent in
the organization?”
• Do you know which jobs in your company don’t have a talent pool?
• What percentage of your workforce will be retiring in the next five years?
• Which critical employees in your organization are retention risks?
• When executives ask what the state of talent is in the organization do you
know?

• Its designed to answer the above questions “Right Now!” not in days, weeks or
months – make better decisions faster

• Specifically designed for Human Resources teams of up to 20 people that are
focused on succession planning and talent management

• Track all of your critical employee talent and high impact positions

• Simple and intuitive, with powerful features and the analytics every HR team needs
to manage talent effectively


Talent Blueprint Software

Want to see Talent Blueprint in action

•Check out our demo on LinkedIn at

• http://www.linkedin.com/company/people-talent-solutions-inc-/products?trk=tabs_biz_pro

•Our website at

• http://peopletalentsolutions.com/solutions/talent-management-software/

•Or schedule a demo

•Better yet try it free for 30-days.


Contact Information

• Contact People Talent Solutions, Inc.
» 562-706-5683
» www.peopletalentsolutions.com


Talent Management From The Trenches

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