Most talent management solutions aren't all that different from each other. But this one is: it’s built around a machine-learning brain—technology that quickly digests incoming workforce data, evaluates it, and learns from it. Correlating diverse inputs to deliver ideas and options you didn't know you had.
See the tangible difference this makes. Download our LookBook to learn how Saba Intelligent Talent Management:
Delivers relevant, personalized recommendations
Provides answers to critical HR questions—before you even ask
Individually mentors every employee
Advises you of problems before they materialize
To get the LookBook, register here.
The Least Cost Method is another method used to obtain the initial feasible solution for the transportation problem. Here, the allocation begins with the cell which has the minimum cost. The lower cost cells are chosen over the higher-cost cell with the objective to have the least cost of transportation.
Mind the Gap: State of Employee Engagement 2017Saba Software
Most organizations agree that talent is their most important asset, and the critical importance of developing, engaging and retaining employees is nothing new to HR leaders. But the results of Saba’s 2017 State of Employee Engagement Survey reveal that most businesses are not in tune with their employees. For example, nearly two-thirds of employees don’t believe they have an effective platform to engage with the business and share their input. Just 22% of employees say their organizations are very effective in providing easy access to training and development. And over half of employees feel performance reviews are ineffective when it comes to improving their personal performance.
Continuous Learning with Saba's Learning@WorkSaba Software
With virtual classroom, assessment, social, collaborative, mobile and intelligent capabilities on a single platform, Learning@Work supports all modes of learning — formal, social and experiential — leading to more effective learning programs and more engaged learners. Learn how you can ready your workforce to deal with today’s chaotic business climate and elevate individual, team and organizational performance.
With Saba Mobile, Intelligent Talent Management is available anytime, anywhere. Employees can learn, collaborate, find experts and information, crowd source questions, and manage their goals. Managers can check their team’s progress, provide feedback, hold team meetings, conduct interviews, and approve requisitions and offers.
Employee engagement impacts nearly every area of business, from productivity to retention, and even operating costs. You can improve engagement by mastering the five elements.
Reward and Retain Your Top Talent Determining and providing the right compensation for each person, whether it takes the form of base pay, merit pay or variable pay and incentives, is critical to being able to engage and retain top talent. In today’s economy many companies are unable to retain their high-potential employees and stars as the compensation cycle has become a time-consuming and costly burden, unable to identify at-risk employees and provide personalized recommendations.
The results are undesired attrition, inefficiency, deep frustration for both the business and HR, limited governance, and in many cases, unnecessary costs.
Case Study - Bupa
Overview
Bupa, a leading international healthcare group that offers personal and company health insurance, care homes for older people and hospitals, and a range of health care and disease management services, uses Saba to power 'Bupa Learn’. This global Learning Management System cultivates collaboration across continents, helping share knowledge and develop the skills of Bupa people through self-paced web training and real-time virtual classroom courses.
Business Challenge
Bupa wanted a technology solution to support 50,000 users across multiple time zones, geographic locations, and languages. They had extensive learning requirements and ambitious goals to reach larger populations. Before implementing Saba, some courses were taught onsite for 5 days, affecting employees’ work/life balance.
Business Benefits
Provide 24/7 access to online learning and virtual classroom for 52,000 employees when they need it
Replace on-site learning with learning on Saba for two day introduction session coupled with three days of instructor-led training
Result in 40% cost savings and reduced time away
Achieve significantly higher user-adoption rates
Best Practices in Converting Instructor Led Training to Virtual Classroom ConentSaba Software
Many organizations are looking to leverage virtual classes as part of their blended learning offerings. While the key instructional design skills are the same, the tools and processes for developing virtual classes may be unfamiliar to content developers accustomed to developing ILTs and e-learning.
This presentation will cover the key differences in the design approach between the face-to-face classroom and virtual classroom. It will also provide insight into the virtual training development process, and highlight the key best practices we've observed across our customers.
Join this session to learn:
•What are the trade-offs between different modes of training
•How to effectively convert ILT content for virtual use
•How to leverage virtual tools to maximize engagement
•How to extend training through mobile and social learning
If you are new to virtual training and e-learning development, this session will give you a head start.
The presentation slides from the BROWN BAG RECRUITER session originally hosted in November 2008.
For more information please visit http://brownbagrecruiter.com
TIM, The Intelligent Mentor, provides personal and relevant recommendations that help employees learn and perform better. TIM also proactively helps with recruiting, compensation, and succession. Based on machine learning algorithms, TIM learns more about each person every day, so his recommendations continuously improve.
The Least Cost Method is another method used to obtain the initial feasible solution for the transportation problem. Here, the allocation begins with the cell which has the minimum cost. The lower cost cells are chosen over the higher-cost cell with the objective to have the least cost of transportation.
Mind the Gap: State of Employee Engagement 2017Saba Software
Most organizations agree that talent is their most important asset, and the critical importance of developing, engaging and retaining employees is nothing new to HR leaders. But the results of Saba’s 2017 State of Employee Engagement Survey reveal that most businesses are not in tune with their employees. For example, nearly two-thirds of employees don’t believe they have an effective platform to engage with the business and share their input. Just 22% of employees say their organizations are very effective in providing easy access to training and development. And over half of employees feel performance reviews are ineffective when it comes to improving their personal performance.
Continuous Learning with Saba's Learning@WorkSaba Software
With virtual classroom, assessment, social, collaborative, mobile and intelligent capabilities on a single platform, Learning@Work supports all modes of learning — formal, social and experiential — leading to more effective learning programs and more engaged learners. Learn how you can ready your workforce to deal with today’s chaotic business climate and elevate individual, team and organizational performance.
With Saba Mobile, Intelligent Talent Management is available anytime, anywhere. Employees can learn, collaborate, find experts and information, crowd source questions, and manage their goals. Managers can check their team’s progress, provide feedback, hold team meetings, conduct interviews, and approve requisitions and offers.
Employee engagement impacts nearly every area of business, from productivity to retention, and even operating costs. You can improve engagement by mastering the five elements.
Reward and Retain Your Top Talent Determining and providing the right compensation for each person, whether it takes the form of base pay, merit pay or variable pay and incentives, is critical to being able to engage and retain top talent. In today’s economy many companies are unable to retain their high-potential employees and stars as the compensation cycle has become a time-consuming and costly burden, unable to identify at-risk employees and provide personalized recommendations.
The results are undesired attrition, inefficiency, deep frustration for both the business and HR, limited governance, and in many cases, unnecessary costs.
Case Study - Bupa
Overview
Bupa, a leading international healthcare group that offers personal and company health insurance, care homes for older people and hospitals, and a range of health care and disease management services, uses Saba to power 'Bupa Learn’. This global Learning Management System cultivates collaboration across continents, helping share knowledge and develop the skills of Bupa people through self-paced web training and real-time virtual classroom courses.
Business Challenge
Bupa wanted a technology solution to support 50,000 users across multiple time zones, geographic locations, and languages. They had extensive learning requirements and ambitious goals to reach larger populations. Before implementing Saba, some courses were taught onsite for 5 days, affecting employees’ work/life balance.
Business Benefits
Provide 24/7 access to online learning and virtual classroom for 52,000 employees when they need it
Replace on-site learning with learning on Saba for two day introduction session coupled with three days of instructor-led training
Result in 40% cost savings and reduced time away
Achieve significantly higher user-adoption rates
Best Practices in Converting Instructor Led Training to Virtual Classroom ConentSaba Software
Many organizations are looking to leverage virtual classes as part of their blended learning offerings. While the key instructional design skills are the same, the tools and processes for developing virtual classes may be unfamiliar to content developers accustomed to developing ILTs and e-learning.
This presentation will cover the key differences in the design approach between the face-to-face classroom and virtual classroom. It will also provide insight into the virtual training development process, and highlight the key best practices we've observed across our customers.
Join this session to learn:
•What are the trade-offs between different modes of training
•How to effectively convert ILT content for virtual use
•How to leverage virtual tools to maximize engagement
•How to extend training through mobile and social learning
If you are new to virtual training and e-learning development, this session will give you a head start.
The presentation slides from the BROWN BAG RECRUITER session originally hosted in November 2008.
For more information please visit http://brownbagrecruiter.com
TIM, The Intelligent Mentor, provides personal and relevant recommendations that help employees learn and perform better. TIM also proactively helps with recruiting, compensation, and succession. Based on machine learning algorithms, TIM learns more about each person every day, so his recommendations continuously improve.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Are HR professionals ready to take the wheel for ride? - Vinod BidwaikAnil Kaushik
Don't be too cozy about HR automation or HR analytics. There are all tools. We should understand what is relevant to us and our business. Technology companies have their own marketing gimmicks to create the need of technology. Hence think twice about the relevance and context.
Talent Intelligence: Unlocking People Data to Redefine How Humans Need to WorkCognizant
With the influx of intelligent machines, conventional work models are shifting. Using insights from workforce intelligence, businesses can redefine the employee experience while also driving collaboration, innovation and success across the enterprise.
During our last growth cycle corporations had it easy. Above average unemployment in developed economies meant that keeping employees engaged had not been a focus. But as developed economies continue to grow in 2014 we can expect those disengaged people (estimated at 70% of the workforce by McKinsey) to lift their noses from the grindstone and start eyeing the exit.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
31 Experts Share Predictions for Job Search in 2017Hannah Morgan
Hear what resume writers, recruiters and job search coaches predict for 2017. Overall, their predictions fell into the following categories:
Workforce and workplace changes
Career management is up to you
Resumes and LinkedIn work together
Enhancements to the recruiting process
Job search has changed, but don’t overlook the basics
Online visibility is imperative
Expect more from interviews
Featuring Mark Babbitt, Louise Kursmark, Lisa Rangel, Jim Stroud, Chris Russell, Laura DeCarlo, Donna Svei, Will Thomson, Chris Fields, Miriam Salpeter, Ryan Rhoten, Tony Restell, Jacqui Barett-Poindexter, Meg Guiseppi, Robin Ryan, Susan P. Joyce, Olivia Gamber, Kirk Baumann, Ed Han, Margo Wickersham, Marc Miller, Angela Copeland, Mark Anthony Dyson, Rich Grant, Katrina Collier, Steve Levy, Jacob Share, Sharlyn Lauby, Hank Boyer, Jessica Hernandez, Laura Smith-Proulx
Can you hear the shift change whistle? Because today the whistle is blowing for the accounting profession. The shift change is the transfer of the retiring baby boomers to the next generation of leaders who will be taking the helm in the next few years. Except this time it is not the same as the shipyard. This time the incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different. The cause of the shift change is the rapidly changing and complex hypercompetitive environment that has become the new normal. Tom uses research and extensive experience working with accounting firms to talk about the five fundamental shifts in play, leadership, learning, technology, generations, and the workplace, and what accounting leaders need to know to successfully navigate these changes.
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
Is Learning Part of Your 2018 HR Strategy?Saba Software
Did you know that many organizations struggle with outdated platforms and processes when it comes to their learning technology? In fact, according to Brandon Hall Group’s 2016 Learning Technology Study, 44% of companies are actively looking to replace their existing learning management system (LMS).
Organizations are looking for modern, flexible systems that can adapt to the evolving needs of the business and its learners. Join David Wentworth, Principal Learning Analyst with Brandon Hall Group and Caitlin Bigsby, Senior Product Marketing Manager at Saba, as they discuss the evolving learning technology landscape and strategies for finding the right LMS for your organization.
Are You Ready to Embrace Informal Learning?Saba Software
Whether you’re ready for it or not, it’s happening. Your employees are generating self-driven development experiences from any multitude of resources. They’re taking to Google, YouTube, blogs, books, podcasts, and industry experts to get the answers they need. Information is ubiquitous and informal learning is the name of the game.
In fact, research shows that at least 80% of all workplace learning is informal.* So let down your hair, loosen your tie and join Saba as we discuss how to assess whether or not your organization is ready to embrace informal learning and what it means to nurture informal learning in a way that works for everyone.
*Bersin by Deloitte
5 Essentials to Modern Performance ManagementSaba Software
The way we work today has changed. When it comes to modernizing the performance management process in an organization, annual reviews and competencies don’t cut it anymore. Focusing on informal performance check-ins is a start, but it’s not enough.
In this presentation, we discuss how you can make a strategic shift in your performance management program with the 5 essential elements to creating a high-performance culture.
Gain insights into:
• Why—and how—organizations that engage in strategic performance management outperform their competitors
• Best practices for implementing performance processes that align, engage and inspire your people
• And how it all integrates into your talent management framework
As performance management continues to evolve from an isolated HR-driven process to an intrinsic part of everyday business rhythms, discover why you should emphasize increased engagement through employee satisfaction and contribution.
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
Case Study: South Australian GovernmentSaba Software
Case Study - Government of South Australia
Overview
On 18 July 2012, South Australia became the second state to formally apologize for forced adoption in Australia. They needed to deliver a live, online, video webcast of a formal apology led by South Australian Premier Jay Weatherill for viewing across South Australia and worldwide by affected individuals and families.
Business Challenge
Not surprisingly, because of the unusual nature of the event, there were numerous challenges that needed to be overcome to achieve the South Australian Parliament’s objectives. Because there were many who — due to time or cost constraints or personal privacy issues — would not be able to witness the apology in person at Parliament House, the Department of the Premier and Cabinet wanted a way to broadcast this personal, socially, and politically sensitive event live, that would enable viewers to truly feel like they had been present for the apologies.
Business Benefits
Provided a high-definition webcast of the formal government apologies viewed at more than 70 online sites, as well as throughout Parliament House and in a nearby hotel’s ballroom
Enabled easy recording, efficient editing, and quick posting of the webcast online so people who couldn’t tune in to the live stream could view it at their convenience
Offered the flexibility of working within the limitations imposed by Parliament House staff while delivering a high-quality webcast
Respected the social and political sensitivities at all times and protected the privacy of the affected individuals who watched the webcast
Ensured highly intuitive and reliable performance for both Department of Education and Child Development team members and for viewers around the globe
Overview
With 830 offices in more than 100 countries, Kuehne + Nagel is one of the world's leading logistics providers. Kuehne + Nagel uses Saba's virtual classroom to centralize global training and collaboration processes for 46,000 employees.
Business Challenge
Kuehne + Nagel needed to facilitate and accelerate training and collaboration for 46,000 employees in 830 offices in more than 100 countries worldwide. They wanted to reduce of training and travel expenditure and connect a range of global operational communities. Lastly, they aimed to reduce ‘live’ meetings and their durations while empowering otherwise difficult, impractical collaborations.
Business Benefits
Accelerate training of business processes, IT applications and products
Reduce travel, accommodation and facilities expenditure globally
Save substantial time, operational and opportunity costs
Deliver faster, easier, more flexible training and session setup and attendance
Enable regular interaction and collaboration between remote and geographically disparate communities
Improve employee interactivity with greater time-saving and more convenient training attendance
Brandon Hall Group: A New Approach to Managing TalentSaba Software
As you already know, performance reviews have been standard business practice for decades. Yet, only a meager few have figured out how to garner real value from it.
It’s time to seriously reconsider traditional approaches and reinvent your performance review process. The most successful companies have evolved from appraising past performance to developing future potential. How did they do it? Join this live webinar to learn their secrets.
In this session, Brandon Hall Group’s VP and Principal Analyst Talent Management Practice will:
Explore today’s performance management drivers, challenges and philosophies
Share their proprietary framework for transforming to a new approach
Present the business value of adopting the new approach
Describe success levers of the new approach
Offer examples of how to put the new approach into practice
Strong learning programs result in higher employee retention, lower compliance risk, and a better skilled and more agile workforce. Rich in capabilities and easy to implement, Saba's Learning@Work sets the standard in learning management and will help make your learning strategy successful.
Learning@Work unifies Saba's secure and scalable Learning Management System (LMS) with virtual classroom, assessment, social, collaborative, mobile, and intelligent capabilities on a single platform. Having all pieces of the learning solution deeply integrated not only makes your L & D team more efficient, but also allows you to fully support the continuum of learning from formal to social and experiential. Deployed by thousands of customers of all sizes, Learning@Work is the foundation for many of the world's most dynamic and successful learning programs.
Join us and learn how Saba Learning@Work can help you:
Support and enhance all modes of corporate learning, leading to better individual and organizational performance
Engage learners with social communities, discussions and just-in-time access to content
Make learning proactive with personal, relevant recommendations of content, classes and experts
Reach more learners and save costs through blending traditional classroom instruction with virtual classrooms, recordings, and web based learning
Simplify and automate the administration of learning programs including reporting and analysis
Build new programs from scratch in a few minute with instant access to content and systems through Saba Marketplace
Boost Engagement and Performance with Your Talent Management System in 2015Saba Software
Keys to Selecting Your TMS
Watch Recording: http://www2.sabameeting.com/GA/main/0000003f1ec869014b7c797af5007ed1
Traditional performance reviews and talent management systems aren't helping today's HR teams as they are trying to boost retention, engagement and employee performance. The latest technological advances like predictive analytics, mobile, cloud and machine learning are dramatically changing the game. The longer a company goes without a modern talent management system today, the more difficulty it will face in attracting, engaging and retaining the talent needed to execute its business strategy.
In this 20-minute presentation, you will learn key criteria to consider when selecting a talent management system that:
Drives employee engagement and collaboration
Increases agility, innovation and leadership
Reduces complexity and costs
Improves retention
Join us for this interactive TIM Talk , where Babak Salimi, Senior Director of Product Marketing at Saba, will discuss what you need to think about as you're defining your talent management strategy to drive innovation and increase business growth in 2015.
10 great reasons why to attend Saba's @Work 2015 annual global user conference. Learn how you can develop, attract and engage top talent, and find leaders at all levels within your organization.
Distracted Employees? Distract Right Back with Bite-Sized Learning and Talent...Saba Software
Is your workforce distracted or overwhelmed? Not finding the time to complete their learning or fill out evaluations? No problem — you just need to distract them with your learning and HR programs!
Today's reality is that everyone — employees, managers and even your coworkers in learning and HR — are pressed for time. Lack of time will negatively impact any program, but talent and learning can still thrive. The key is shifting focus to bite-sized tasks suited for today's work habits (i.e., mobile) so that development, evaluations and coaching become “snackable” — taking only a few minutes of valuable time!
Join us for this 30-minute TIM talk, where Charles DeNault, Senior Director of Product Marketing at Saba, will discuss which processes are best suited for bite-sized learning as well as provide some suggestions on how to transition your programs to be more snackable.
Consider these statistics:
On average we check our phones 150 times per day.
We typically work on a task for 7 minutes before switching to another.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
17. It’s all too much to deal with. Even the most skilled
multitasker can’t stay on top of everything.
No human being possibly can.
– 15 –
18. But new technologies absolutely can.
In fact, that’s why they were invented:
to quickly digest enormous quantities of
information, learn from it, and
use these insights to improve
people’s experience.
– 16 –
19. We already take this for granted in our personal lives.
Think how the consumer Web has transformed
the way we search, shop, share, find entertainment,
and get from place to place.
– 17 –
21. It also shows us new ideas and options.
Valuable opportunities we didn’t even know existed.
Now that’s revolutionary!
– 19 –
22. Couldn’t smart technology do the same for HR
professionals, to help them better meet the
needs of a changing workplace?
– 20 –
23. Picture an HR system that does more
than just collect and store information:
– 21 –
24. A very, very brainy system that analyzes and evaluates
“Big Data” about people. Turning it into:
– 22 –
25. …which it then serves up to you—like an Amazon or
Netflix—without your having to even ask.
– 23 –
26. This “what if” HR system has a name:
Intelligent Talent Management. And here’s the best part:
It’s not just a theory. It’s entirely real.
– 24 –
27. Right now, in companies all over the world, Intelligent Talent
Management is delivering personalized, evidence-based
recommendations to managers and employees alike...
– 25 –
28. Helping each and every one of them to work faster.
Work smarter. Collaborate more smoothly.
And make better decisions... in every facet of their job.
– 26 –
32. 1
eet Sarah, a hardworking marketing manager:
well-liked, highly respected, but to her chagrin, sorely
underpaid. Jason, her manager, sees Sarah’s promise
but doesn’t know she feels under-compensated.
With a full plate, 12 direct reports, and Sarah’s annual
review 8 months away, Jason doesn’t have time,
nor perceives a need, to give Sarah’s situation special
attention. But outside recruiters have. Sarah has been
offered a more lucrative job somewhere else, and just
gave notice. Now Jason and HR are scrambling to
craft an enticing counter-offer. In their haste, they’re
going on hunches rather than reasoned analysis. The
offer is too little and too late. Sarah is gone, and it will
take months of recruiting to find her replacement.
33. Not exactly the best outcome. But with Intelligent Talent
Management, the story could go quite differently:
You’ll remember from Chapter 1 that Intelligent Talent
Management has a built-in brain—which we call TIM for
short. TIM does far more than just collect
and store data. While Sarah was
feeling blue and her boss
going about cheerfully
clueless, TIM was on the job,
evaluating, comparing, and correlating
all its data and interactions about Sarah.
2
34. TIM’s assessment? Sarah is a high performer with
leadership potential, well worth developing,
but at risk to leave because she’s underpaid.
TIM alerts Jason and HR to all this—long
before Sarah is contacted by outside recruiters.
TIM’s alert includes a rundown of industry-standard
packages for Sarah’s position, dollar-amount incentive
recommendations to retain her, and a comparison of the
cost of retention vs. replacement.
Now aware of the problem, and with decision-critical data in
hand, Jason and HR take steps to pre-empt the departure of a
valuable employee. How’s that for a happy ending!
3
36. oe is a financial analyst itching for a new challenge.
He wants to work with people as well as numbers,
and he has the skills. With no clear in-company
program or resources for exploring a career change,
Joe does what any self-respecting millennial would
do: he takes his quest online—talking with friends
on Facebook. Reading relevant articles and blogs.
Setting up informational e-chats with LinkedIn
connections. And so on. Joe is on his way to
uncovering new opportunities. And none of them
will be with his present employer.
4
37. Were that employer using Saba’s IntelligentTalent Management
Suite, Joe could start and conclude his journey without looking
elsewhere. First, he would take advantage of Saba’s
built-in personal career planning tool, using its
gamification and modeling features to create
what-if scenarios and options, and explore how
they could be realized internally.
This activity would be noted by TIM, the system’s
embedded intelligence, which would go on to correlate
it with everything else it knows about Joe: his recent
completion of courses in Leadership and Problem-Solving...
the colleagues in HR he follows on Saba’s social platform...
and his profile notation of strong communications skills
and a college internship in HR.
5
38. In true proactive form,TIM would take action, messaging Joe with
the names of three company HR executives whose backgrounds
show some analytics experience.TIM also alerts Joe to a new
e-learning course,“Getting the Most out of your HRIS.”
None of this would preclude Joe from simultaneously delving
into other possibilities—product marketing, for example.The
career tool would guide Joe with alerts to marketing-related skills
he needs to develop, together with suggestions for relevant
courses, content, and in-company experts to follow.
Meanwhile,TIM would surface Joe’s career explorations to
HR and Product Marketing, both of which would start monitoring
his progress and keep him in mind for future positions. Joe is now
on track to changing careers—without having to change
employers.Thanks to IntelligentTalent Management.
6
40. A company business unit needs a marketing
manager for a new product in the line. HR and the
team’s Director review obvious internal
candidates: marketing managers for other
products in the same group. Of course, none of
them may be interested. If one of them does get
chosen, their current position will need to be
filled, most likely by recruiting from outside.
7
41. Here too, Intelligent Talent Management could make a decisive difference.
When HR posts the job request, TIM would surface not just the obvious
internal candidates, but others who are anything but obvious:
Colin, a software engineer who has taken courses in product marketing
on the Saba Learning platform, and exchanged ideas with
marketing managers Eric and Melanie, with whom he worked
on a cross-functional team. Both have cited Colin
on the social platform for original ideas and
initiative—a notation TIM includes in his alert to HR.
Through their own activity on the Saba system,
Melanie in Production and Joe in Finance (from the previous
story) have also shown interest and aptitude for a product marketing
manager role. TIM surfaces them to the hiring team as well.
8
42. Ordinarily, the new position and these 3 employees’career ambitions
would play out on totally separate tracks, passing each
other like ships in a fog. But Intelligent Talent
Management brings them together. The decision
makers are alerted to 3 promising internal candidates
they wouldn’t have otherwise known about—nor
could have been expected to. Odds are the position will
be filled without the delay, effort, and expense of a protracted
recruiting cycle. That’s a win for everyone.
9
43. To put it all together.
Intelligent Talent Management is a leap beyond
what conventional talent systems can do. It is:
Evaluates
new data
continuously
Alerts you
to issues before
they become
problems
Gives you
tailored
recommendations
So helpful
that employees
keep coming
back for more