The document discusses challenges that companies face in attracting and retaining talent. It notes that addressing talent gaps is a top concern for company executives. A study found that 87% of HR executives say employees feel increased pressure and stress. The document then lists various talent management solutions offered by IBM that can help companies assess skills, develop leaders, engage employees, analyze workforce data and optimize hiring and retention. These include solutions for recruitment, learning, performance management, succession planning and compensation. An example is also given of how IBM tools helped a seasonal employer improve hiring speeds and reduce time to productivity.

1. Smarter Workforce Solutions
TELKOM INFO DAY
18 November 2015

2. © 2015 IBM Corporation2
Addressing Talent Gaps is the Top Workplace Challenge Most
Concerning the C-Suite
Source: 2014 IBM CHRO study: New Expectations for a New
Era: CHRO insights from the Global C-Suite Study
% of CHROs
• 66% anticipate losing business to
competitors
• 64% fear a loss of revenue
• 53% anticipate delays in innovation
• 59% face lower customer satisfaction
• 87% say their employees feel more
pressure/stress
Accenture 2013 Skills and Employment Trends Survey
CHROs find developing talent to
be their largest workforce
challenge
CEOs fear gaps in their current
talent will directly impact customer
success:

3. © 2015 IBM Corporation3
How can I attract and
hire more people just
like my top performers?
How do I foster knowledge
sharing and collaboration
to drive more innovation?
How do I develop the next
generation of leaders for a
more global, flexible, and
diverse workforce?
How can I rapidly develop,
deploy and optimize skills
and capabilities to match
emerging opportunities?
How do I know if I’m
recognizing and rewarding
my employees optimally?
How can I predict what
different segments of my
employees need and what
actions to take to optimize
business outcomes?
How do I find real-time,
hidden, game-changing
insights from data available
inside and outside my
organization?
How can I bring people
into the organization so
they’re productive from
Day 1?
How do I gain
continuous insight into
what my employees
think of the organization?
How do I know salary
planning is aligned with our
business strategy?
Workplace Challenge Most Concerning the C-Suite

4. © 2015 IBM Corporation4
• Workforce Readiness
and Predictive
Hiring/Retention (Talent
Insights powered by
Watsons Analytics)
• Survey Analytics
• Talent Acquisition Suite
(BrassRing Applicant Tracking,
Assessment Testing and
Selection, Onboarding, CRM)
• Leadership
Assessment
• Leadership
Development
• Engagement Surveys
• Learning Management System
(LMS)
• Social Collaboration
(Connections)
• Social Learning, Learning
Content Management System
(LCMS)
• Performance Management
• Talent Framework
• CompAnalyst (Market
Data)
• Career & Succession
Planning
• Compensation Planning

5. IBM Talent Acquisition
How you can attract the best talent and get
them productive?

6. © 2015 IBM Corporation6
Organizations Struggle to Find People with the “Right” Skills who Fit
into their Organizations
1 Bersin, 2 DDI 3: LinkedIN
“Today’s critical
talent shortage is
the result of a
major mismatch
between available
skills and needed
ones”1
Organizations
struggle with the
effectiveness of
their talent
acquisition
processes, and
continue to rely on
subjective ratings2
70% of the Global
Staffing Leaders
agree that Brand is a
Key Driver to hiring
top talent. Only 58%
of companies has a
brand strategy.

7. © 2015 IBM Corporation77
 Ranked #1 as the Industry leading recruitment
technology
 IBM Recruitment Technology simplifies and
improves the efficiency of attracting, assessing,
tracking & onboarding talented candidates as
they move through the hiring process.
 Science based approach to clearly articulate
and reflect your organizational culture ensures
candidates will fit and thrive.
 Employment branding services to help
organizations create and articulate corporate
culture to attract and hire the best people.
 Fully-integrated, highly predictive
assessments with a library of 1200 skills
assessments and 200
behavioral/cultural/personality assessments
to improve quality of hire
Hire the Right People , Right Job , Right Time

8. © 2015 IBM Corporation8
Solutions and
information
presented in a
design tailored for
easy access and
immediate action
Persona-based
digital experience
simplifies use
and enables
social
engagement from
any page
IBM SaaS Cloud
infrastructure
ensures reliability,
performance and
ease of deployment
Talent Acquisition Suite
Feature Rich
Solutions for
Screening,
Assessing ,
Selection, Hiring &
Onboarding of
Talent
36 LANGUAGES
340M+
APPLICATIONS
IN DATABASE
DEPLOYED IN
170 COUNTRIES
1M+ USERS LOG
IN PER DAY
50M+
APPLICATIONS
PER YEAR

9. © 2015 IBM Corporation9

10. © 2015 IBM Corporation10

11. © 2015 IBM Corporation11

12. © 2015 IBM Corporation12

13. © 2015 IBM Corporation13

14. © 2015 IBM Corporation14
It takes TOO
LONG!
Not easy to
hire
associates…
People Business
• 80K seasonal
associates
• Hired/off-boarded
each year
• August-January
hiring cycle
Each
professional
position not
filled added up
to millions of lost
revenue
• Complex & cumbersome
recruitment process
• Understaffed team
• Unhappy users and candidates
• Too many steps, too many emails,
• Too many hand-offs, too much
follow-up
Customer Case Study - Financial Services Company
Seasonal business, reaches 1 out 6 Americans annually

15. © 2015 IBM Corporation15
The Results :
• The company is hiring candidates 75% faster, adding
additional revenue to the business.
• Faster hiring, Faster time to productivity.
• Field leaders are spending less time on recruiting and
more time devoted to adding additional value to the
business
• Also Improved candidate experience significantly
• IBM met an aggressive seven-month deadline to
implement its Applicant Tracking (ATS) and
onboarding solutions.
SAME DAY HIRING!!
( Down from 12 days)
Customer Case Study - Financial Services Company
Seasonal business, reaches 1 out 6 Americans annually

16. IBM Talent Engagement
How you can listen to the voice of the
organization to measure engagement and take
actions to ensure it’s as high as possible to
boost business results?

17. © 2015 IBM Corporation17
Thomas Watson, Jr.
Former CEO of IBM
I believe the real difference between
success and failure in a corporation can
very often be traced to the question of
how well the organization brings out the
great energies and talents of its people.
“
”

18. © 2015 IBM Corporation18
Engagement
Satisfaction
Pride
Advocacy
Commitment
Engaged employees want to perform.
They are:
Extremely satisfied with the company
Willing to recommend their company
Committed, rarely thinking about leaving
Proud to work for their company
Enabled employees can perform.
This requires that:
Leaders focus on quality and set performance standards
The company uses customer feedback to improve
Employees have the training to perform
Employees cooperate to drive results
Enablement
Quality
Teamwork
Customer
activation
Skill
development
Engagement by itself is not enough. To achieve your goals, you also need
enablement.
Profitability
Retention
Absenteeism
BUSINESS
IMPACT
Quality
Diversity &
Inclusion
Safety
BUSINESS
IMPACT
High Performance Engagement Model

19. © 2015 IBM Corporation19
1 2 3 4
Drive & Sustain Change
• Executive summary of
overall results (Story
behind the numbers)
• Priority Analysis
• Survey Champions
Training
• Online Action Planning
tool & resources
It’s All About YOU
• Stakeholder
Interviews
• Mission, Vision,
Strategy
• Values
• Competencies
• Current Survey
Content
• Research Based
Indices- 74 items
• Customized Questions
Survey Management
Portal
• Unique Org Mapper*
• Survey Order System
(SOS)*
• Barcode Paper
Surveys*
• Multilingual –52
languages, and reports
translated into 28
languages
• Real Time Response
Rate Tracker
• Automatic Email
Reminders
• Reporting Solutions
• Survey Analytics*
Real Time Dynamic
Reporting
• Tailored Reporting
Options
• Simple & Easy to
Understand
• Manager 2 pager
Dashboard
• Data Miner & Graphical
Reporting Tool*
• Qualitative Analytics*
• Linkage Research
(optional)
*Enterprise Platform only
Largest Global Norm
800M Survey item responses
200 countries
795 survey projects annually
400 clients globally

20. © 2015 IBM Corporation20
Connecting employee engagement and key metrics impacts the
bottom line for Caterpillar

21. © 2015 IBM Corporation21

22. IBM Talent Frameworks
How you can do job and competency modeling
better, faster and with more impact.

23. © 2015 IBM Corporation23
Talent Frameworks – Content Overview Just Released in
2015!

24. © 2015 IBM Corporation24
The IBM Competency Types
Functional
CompetenciesLeadership
Core
 Reflects strategy and culture
 Supports selection and hiring
 Reflects the leadership pipeline
 Applicable to all roles
 Reflects functional
strategy and key skills
 Applies to all functional
incumbents and
candidates
“A combination of knowledge, skills and abilities (KSAs)
describing the demonstrable indicators of proficiency.”
 Reflects job/role specific knowledge
and skills
 Well suited for skills assessment, skills
inventory analysis and development
 Applies to incumbents and candidates
by position
Technical Domain Specific
Competencies
• Lominger/KornFerry/PDI
• DDI
• Internal

25. © 2015 IBM Corporation25
Competency Implementation – Build vs buy? Accelerate the time to
result
 Develop and use quickly and update over time.
 Focus on buy-in and change management processes.
 Make sure you get to the applications; don’t get stuck
in model development
 Get the “big things right”;
“don’t dwell on the small
stuff”.
 Apply existing materials
and best practices in
developing a rapid draft
 Focus on the overall
architecture
 Key success criteria and
themes.
 Position models as
prototypes for learning
how to change
behaviors
(vs. a perfect output
image).
application
Integration
Iteration
Launch &
Communication
Implementation
IBM / IBM Competency
Development
80% of the effortRecommended Approach
20% of the effort
Typical Competency Development
application
Integration
Iteration
Launch &
Communication
Implementation
20% of the effort (if able to move out of development
stage)
Typical Approach 80% of the effort

26. IBM Talent Insights
How you can apply analytics easily to any
workforce challenge using any HR data

27. © 2015 IBM Corporation27
HR Professional
Data Scientists
& Statisticians
ITData Access
Analysis
Validation
Collaboration
Reporting
Data
Preparation
HR Analyst
Getting insights has never been a straight
forward process

28. © 2015 IBM Corporation28
https://www.youtube.com/watch?v=taZh_yYsctM

29.  Powerful workforce analytics that are easy to use
 Harness the potential of any HR data
 Cognitive Analytics and deep HR expertise
Understands the
Language of HR
Automated intelligence accelerates your
ability to answer questions
Think Ahead
Guided analytics reveals insights and opportunities
within your workforce data
Tell a Story
Visualizations support your decisions and
communicate results
Your HR data
IBM Kenexa Talent Insights
Powered by Watson Analytics

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IBM Kenexa Talent Insights
Open, for any HR Data
Data Selection
/ File
Extraction
Data Quality
Analysis /
Profiling
Data
Integration
Data Shaping
 Easily connect to workforce data and
add customized HR ontologies for a
more personalized analytics experience.
 Data services to profile, clean and
transform data for analysis and create a
trusted source of all HR data for analysis.
 Accelerate time to insights by leveraging
the expertise of over 100 Industrial and
Organizational Psychologists.
Define the
Business
Problem

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Other HR
Data
Retention
Data
Performance
Data
Business
Metrics
Expert
Consulting
How can we improve
high performer retention
within our critical
locations?
How can we improve
customer loyalty
through workforce
drivers?
How can we safeguard
our leadership talent
pool for critical roles?
How can we mitigate
conduct risk?
Are we hiring the
right quality of
staff?
What drives
employee
engagement?
Are our leaders
effective?
How healthy is our
talent pipeline for
critical skills?
Skills &
Performance
Inventory
Employee
Surveys
Hiring
Systems
Training &
Learning
Assets
Leadership
Assessments
KENEXA TALENT INSIGHTS ANSWERS
QUESTIONS THAT ALIGN HR WITH
STRATEGIC BUSINESS DECISIONS.
ANSWER TODAY’S HR QUESTIONS
IBM Kenexa Talent Insights
powered by Watson Analytics

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Single-vendor
Strategy
• Unified look & feel
• Cross-module
reporting/analytics
• Reduced choice; must
utilize all modules from the
same vendor to realize the
benefits of integration
• Existing investments must
be discarded
Multi-vendor
Strategy
• Can select the best
provider in each area
• Can retain legacy
technology investments
where it makes sense
• Users must deal with
multiple systems
• Cross-module
reporting/analytics is
difficult
Open Framework Strategy
• Can select the best provider in
each area
• Can retain legacy technology
investments where it makes
sense
• Unified look & feel
• Cross-module reporting/analytics
From Single-Vendor to Open HR Strategy

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SMS
Job Distribution
Assessments
Virtual
Interviews
Consultants
HRIS
Integrations
Work
Opportunity
Tax Credit
Employment Screening
Job Marketing
and CRM
Learning
Recent partnerships
33

34. Easily navigate between apps

35. Thank you!