The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
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This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
Compelling forces in the business landscape drive the need for Integrated
Talent Management
Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
Human Capital Management is a Leading Indicator of financial
performance
Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
In addition, significant demographic and other trends will continue to drive
talent scarcity
Cost of Talent Acquisition and impact of losing Talent are both increasing
Talent Management is a key driver of Line of Sight and Employee
Commitment – both of which strongly correlate with improved company
performance
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
#talentmanagement durchläuft gerade einen Paradigmenwechsel. Es ist nicht mehr nur eine Aneinanderreihung von Prozessen beginnend mit der #Ansprache und #Rekrutierung, über die #Entwicklung und #Vergütung, bis hin zur Besetzung von Schlüsselpositionen. Vielmehr geht es zunehmend um #strategische #Personalplanung, #Engagement, Einbindung der #total #workforce, nicht nur der angestellt Beschäftigten sowie einer viel detaillierteren #Segmentierung der #Belegschaft. Dies hat mit einer Kultur zu tun, die von #Innovation, von #Bindung und von #Verantwortlichkeit geprägt ist.
Ausgehend von den volkswirtschaftlichen Rahmenbedingungen in #Österreich, in Europa und weltweit sind konkrete Maßnahmen notwendig, auf die in der Präsentation eingegangen wird.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
A Recruitment Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. It is a comprehensive method to review your current recruitment policies, procedures, documentation and systems to identify needs for improvement and enhancement of the overall recruitment function. An Audit involves systematically reviewing all aspects of recruitment, usually in a checklist fashion.
Calculating the return on investment (ROI) of your talent management project is one of the best success metrics you can show - but how to do it?
Join this webinar to discuss the fundamentals of calculating return on investment for your talent management project. This webinar will:
Help you understand the key things to think about when calculating ROI.
Discuss how ROI can help your talent management project succeed.
Show the key components that make up ROI calculations.
Enable you to create an ROI model for your talent management project.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Every organization in the world is facing the issues of developing & retaining the talent. Talent Management is itself is the huge and ambiguous area in HR. Every CEO, HR professional have different understanding about Talent Management. It is like the story of blinds and elephant where each blind perceives the elephant differently. Talent Management is itself is a puzzle where you need to solve it with holistic but practical approach.
There are some research which shows that if organizations have solid talent management processes and practices, it has higher positive impact on the business.
Hence to understand Talent Management better following things are important to understand firsts,
1) What is talent?
2) What is the TM process?
3) When TM is effective?
4) What are the different TM models?
This presentation will give the answers of above...
While organizations have evolved substantially in how they develop a strong pipeline of leadership talent, some significant gaps still exist. The overall inability to discover and quantify the people-drivers of business outcomes continues to hinder the succession planning process within organizations. We provide you with an approach to create a succession planning process that assesses your talent based on the competencies, skills, experiences and other elements that affect business outcomes, while quantifying the quality of your talent pool. A customizable succession planning scorecard is provided to show you how to have the most impact on the business when planning your next talent moves. This presentation will show you a succession planning process that:,
• Focuses talent decisions on key drivers of business
• Incorporates analytics into talent assessments
• Creates metrics based on the overall quality of your talent pool
• Utilizes performance and potential reports that are business-focused
Leadership Competency Modeling Best Practicessdoerflein
See how best practice organizations develop, deploy, and maintain effective leadership competency models that result in high performance, effective alignment, and an engaged workforce. Results of Right Management research from over 500 companies in the US.
The Future of Performance Management In An Era Of Uncertainty American Airl...Taryn Soltysiak
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
The Future Of Performance Management In An Era Of Uncertainty American Airl...Claudia Rubino
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
The Power of a Plan: Unlocking the Full Value of an HR Strategic PlanJason Lauritsen
Strategic planning in HR is less about the plan than it is about the process. It's a tool that can allow you to take control of the "story of HR" within your organization.
1. Are Your Company’s Talent Management
Practices Optimized to Address the Future
Changing Needs of Your Business?
People – Process –Technology – Strategy - Compliance
Expert Panel Discussion / Presentation
The Chicagoland Chamber of Commerce
January, 25, 2012
2. 2
Introductions
• George Langlois, PhD
▫ President of Organizational Strategies Inc.
▫ Director of the Center for Research and Services at IIT
▫ 25 years experience in organizational effectiveness,
executive assessment and talent management systems
• Lori Muehling, PhD, RODC
▫ Director of Talent Management & Organizational
Development at Exelon Generation
▫ 25 years organization development, talent management
and human resources experience
• Carl Kutsmode
▫ Partner at talentRISE LLC
▫ 20 years recruiting and talent operations management
consulting experience
3. 3
Panel Discussion Overview
Talent Management Trends & Leading Practices: What key components make
up the talent management system of top performing companies?
• George M. Langlois, Ph.D., President, Organizational Strategies, Inc. and Senior Consultant to
talentRISE
Talent Management Critical Review Business Case - What are the practical
considerations to consider when reviewing and revising your talent management
practices?
• Lori Muehling, Ph.D., RODC, Director of Talent Management & Organization
Development, Exelon Generation
Optimizing Your Talent Decisions – How top performing companies who optimize
their talent management practices are able to make informed talent decisions that
ensure future business performance goals are met?
• Carl Kutsmode, Managing Partner, talentRISE
5. 5
Future Trends: Changes in Overall Talent Mgmt CEO Priorities in 2011/2012
Greatest Shift in Focus is On:
1. Performance Management
2. Emerging Leaders
3. High Potential Employee
Development
4. Experienced Hiring
5. Workforce Planning
6. Retention of Employees with
Critical Skills
7. Talent Assessment
8. Senior Leader Development
9. Campus / College Hiring
10. Benefits to attract / retain talent
Source: Deloitte - Talent Edge 2020: Blueprints for the new normal (December 2010)
6. 6
Why the emphasis on talent?
• High performing companies do better at managing and
retaining talent
• Valuation of companies is in now measured by its talent.
• Business environment is more complex and dynamic
• Boards and financial markets are expecting more.
• Employee expectations are also changing.
Source: DDI – Nine Best Practices for Effective Talent Management (White Paper 2009)
7. 7
Best Practice View of Strategic Talent Management
Talent Identification & Performance Management
Proactive Talent Retention
Business Alignment & Development
• Aligned Core Competencies • Performance Mgmt • Turnover Analysis
• Job “Performance Profiles” • Leadership SKILLS • Early Warning Systems
• “Right Fit” Talent Training • Retention Planning &
Recruiting, Assessment & • Leadership Analysis
Selection DEVELOPMENT • Employee Engagement
• Succession Planning programs • Market Competitiveness
• Workforce planning • Career Development & (Comp, Benes, Benchmar
• Talent Supply/Demand Planning king)
• Talent Gap / Risk Analysis • Hi-Potential Talent
• Aging Workforce Analysis Pipeline Relationship
• Workforce Diversity Mgmt
Key Underlying Processes
Alignment with Business Objectives
Assessment
Coaching
Environmental Analysis
9. 9
Key Points / Take Aways
• Align with your business plan
• Measure
• Integrate and streamline
10. 10
Business Case:
A Talent Management Critical
Review
11. 11
Talent Management Critical Review
- Business Case Overview
• Why do a current state critical review and not just take action on known
issues?
• How did you chose the approach and why?
• Who owned/sponsored it? Who were the key stakeholders involved?
• What were the key considerations you needed to be sure to address to
ensure success?
▫ Critical Success Factors
• How can the results be used and applied?
▫ Expected Outcomes / Key Findings?
12. 12
Proactive Supply of Talent and Team Effectiveness
We need to be proactive in generating a steady supply of leaders to
meet anticipated demand for leadership talent and drive team
effectiveness.
Faster Growth and
Ultimate goal: Improved Business
Performance
Organizational
Enabled by: Right People in the
Right People Right People
Clear Strategy Structure and
Right Roles
in the Right Roles in the Right Roles
Processes
Identify/Select Develop Team Team
Requires: Leaders Leaders Work Development
Retain
Leaders
13. 13
Best Practice View of Strategic Talent Management
Talent Identification & Performance Management
Proactive Talent Retention
Business Alignment & Development
• Aligned Core Competencies • Performance Mgmt • Turnover Analysis
• Job “Performance Profiles” • Leadership SKILLS • Early Warning Systems
• “Right Fit” Talent Training • Retention Planning &
Recruiting, Assessment & • Leadership Analysis
Selection DEVELOPMENT • Employee Engagement
• Succession Planning programs • Market Competitiveness
• Workforce planning • Career Development & (Comp, Benes,
• Talent Supply/Demand Planning Benchmarking)
• Talent Gap / Risk Analysis • Hi-Potential Talent
• Aging Workforce Analysis Pipeline Relationship
• Workforce Diversity Mgmt
Assess your current practices against leading
practices to determine where your greatest gaps
are in being able to BEST support our future
business objectives
14. 14
Example: Current State Assessment Scorecard Sample -Talent Mgmt Practices
Talent Identification Dir VP TR
Core Leadership Opportunity to develop core set of leadership competencies for each role
Competencies / Traits and manager training and tools on how to assess them using behavioral
anchors;
Talent Assessment & Business Talent Reviews annually are not assessing strengths or
Selection leadership competencies.
Succession Planning / Readiness assessment criteria lacks mobility and situational experience
Pipeline +Bench criteria.
Strength
Talent Management & Development Dir VP TR
Performance Too focused on development plan completion and business / operations
Management experience focused, not leadership skills and competency gap assessment
and development focused”; No “Off track” flags.
Leadership Skills Leadership competency development specific training programs exist. No
Training Programs training on performance coaching / development conversations or how to
assess leadership competency.
Leadership No formal career or coaching program – candidate driven; Used ad hoc
Development Programs mainly to correct performance or close a technical skill gap .
Career Development & Manager training is needed on developmental and competency
Planning assessment conversations; Career path checklist needed.
15. 15
Key Points / Take Aways
• Drive Toward Excellence
• Ownership
• Best Practices/Industry Differences
• Focus
• Prioritization/Critical Few
16. 16
Optimizing Your
Talent Decisions:
The Power of Workforce
Intelligence
17. 17
What are YOUR Biggest CHALLENGES related to
TALENT?
Compensation
Performance
Systems / Automation
No Planning Recruiting
18. 18
Do You Know Where YOUR Organization’s Greatest
Workforce / Talent Risks Are?
▫ Workforce Diversity Mix
▫ Aging Demographics / Retirement Trends
▫ Turnover trends
▫ Headcount trends
▫ Talent Supply / Demand for Critical Roles
▫ Projected Talent Need in critical roles– Gap/Surplus
▫ Succession Pool Health
▫ Readiness Pool
▫ Integrated Talent Management Technology and Processes
▫ HR Talent Management Metrics
▫ Others?
24. 24
Example: Workforce Diversity Analysis
Diversity something many employees and leadership teams are measured on. Insights into
diversity gaps in your organization will help them link action plans to their short and long term
diversity recruiting and development goals.
26. 26
Example: Aging Workforce Demographic Trends Analysis
• Analyzing workforce aging demographics
against projected retirements can provide
significant insight into critical role succession
pool health.
▫ 7.1% expected in the next 1 year
▫ 7.7% expected to retire in the next 2 years
▫ 8.9% expected to retire in the next 3 years
27. 27
Complimentary Talent Risk Analysis Report
• To conduct an analysis for your organization, we will need an HRIS data export of the following
current workforce data for the employee group you wish to have analyzed. A minimum of 100
records is needed to run a report.
• A report will be generated within 3 weeks of receiving the data from your HR team:
▫ Position Title
Additional questions needed to complete the
▫ Department financial risk analysis section of the report:
▫ Hire Date
▫ Birth date Percentage that headcount is expected to increase
or decrease next year in this role or overall?
▫ Date Entry into Current Role
▫ Termination Date Industry classification?
▫ Termination Reason
Total annual gross revenues
▫ EEO Gender
▫ EEO Race Total annual gross expenses
▫ Last Performance Rating Score
Average revenue per employee
▫ Annual Pay
▫ Employee Employment – Full time / Part Time Overtime policy
▫ Employee Exempt Status – Exempt / Non Exempt
28. 28
Questions
George Langlois, Ph.D.
Ph 312-320 7614
glanglois@org-strat.com
www.org-strat.com
Lori Muehling, Ph.D.
Ph (630) 657-4162
Lori.Muehling@exeloncorp.com
www.exelon.com
Carl Kutsmode
Ph 773 509 6801
carlkutsmode@talentrise.com
www.talentRISE.com