Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Your Roadmap to Become a Strategic Talent Acquisition Organization | WebcastLinkedIn Talent Solutions
In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
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.
Brief introduction to project management and project management toolsNathan Petralia
A brief introduction to project management, methodologies (waterfall, hybrid, agile, kanban, dedicated resources), project management tools, how to achieve success in 5 steps.
=== Drop me a note on LinkedIn if you want the PPT version ===
The Value Management SIG presented Chris Samson and Daniel Rahamim from London Underground who offered an insight to the organisational approach of implementing Lean principles in one of London Underground's major upgrade programmes.
Want to ensure everything you do adds value to your business? Want to make a real difference to business performance and customer satisfaction?
This challenge was taken up by London underground’s Sub Surface Upgrade Programme (SUP) 18 months ago amidst a time of cost savings, programme review and ever increasing expectations and scrutiny from our stakeholders and customers.
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Your Roadmap to Become a Strategic Talent Acquisition Organization | WebcastLinkedIn Talent Solutions
In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
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.
Brief introduction to project management and project management toolsNathan Petralia
A brief introduction to project management, methodologies (waterfall, hybrid, agile, kanban, dedicated resources), project management tools, how to achieve success in 5 steps.
=== Drop me a note on LinkedIn if you want the PPT version ===
The Value Management SIG presented Chris Samson and Daniel Rahamim from London Underground who offered an insight to the organisational approach of implementing Lean principles in one of London Underground's major upgrade programmes.
Want to ensure everything you do adds value to your business? Want to make a real difference to business performance and customer satisfaction?
This challenge was taken up by London underground’s Sub Surface Upgrade Programme (SUP) 18 months ago amidst a time of cost savings, programme review and ever increasing expectations and scrutiny from our stakeholders and customers.
Full-day pre-conference workshop given at the IA Summit 2007. This is the slide deck we ended up with after the workshop. This version contains participants' comments, discussions, work products, etc. The "Before" version has blank slides that anticipate workshop products.
Managing Talent Like a Business: How to Deliver Greater Value to Your Organiz...Human Capital Media
Talent Development Reporting principles (TDRp) is a ground-breaking, industry-led initiative to run talent like a business to deliver measurable, planned impact with greater effectiveness and efficiency. Historically, many workforce professionals have not had the background or experience to approach talent from a business perspective. Moreover, many CFOs and CEOs, unsure of what really can be expected from HR, have not demanded that it be held to the same management standards as other functions.
TDRp provides standard statements and reports as well as definitions for more than 600 measures, much like GAAP or IFRS does for accounting. TDRp, however, also provides guidance in how these reports and metrics should be used by talent leaders to manage the function like a business. The TDRp framework has been developed for all important workforce processes including learning and development, leadership development, talent acquisition, capability management, performance management and total rewards.
In this webinar, Dave Vance will share the TDRp framework and challenge you to think about the benefits of a more business-like approach to talent in your organization. We’ll talk about using TDRp to:
Show alignment of HR initiatives to your organization’s goals.
Better plan HR initiatives, especially with regard to expected impact and value.
Better execute HR initiatives.
Report results and show the value of your HR initiatives.
Bottom line, TDRp can help you become a more valued business partner making a significant contribution to the success of your organization.
Implementing Change at Iowa DOT - Path to Performance Management - TRB 01-11-16DPutz
Presents activities and changes in approach underway at the Iowa Department of Transportation. Presentation was made the TRB's Annual Meeting held January 2016.
Building and Maintaining Effective Teams (who want to work for you)Hileman Group
To us, building an effective team is like building a house. You can’t build a reliable house without a sound foundation. Review this webinar presentation to see Tom Hileman's tactics to building and maintaining an effective team.
High Performance CoDevelopment Teams - your competitive advantage in the worl...Jeanne Bradford
The best technology companies know that high performance teams are not just nice to have - they're critical to success. And can be your secret weapon for a competitive advantage.
This is a workshop, conducted for attendees of the 2014 CoDev Conference (Jan 26-29, in Phoenix, AZ). You will learn the common (and most crippling) challenges that product development teams experience, and easy to apply processes and tools to get your teams back on track.
These tools are from "Innovate Products Faster: Graphical Tools for Accelerating Product Development", and can be downloaded at www.tcgen.com/book/tools.
Can Agile Work With a Waterfall Process?John Carter
This presentation was give to a Agile Community of Practice in a very large health care organization to help the Agile Team Leaders define and implement their Agile Transformation in their Waterfall environment. We show that combining Agile and Waterfall yields the best of both worlds for flexibility, time to deployment, and innovation.
The introduction of a project management framework will provide a structured and managed approach for projects within your company.
With the right framework in place it will allow projects of all sizes and priority to be planned effectively. This ensures that at all times the cost of the project is managed while delivering quality and the right level of performance and control across project management.
How To Achieve Project Success With Your Outsourced Team?Mindbowser Inc
Project managers are responsible for the overall success of a project. However, this is not an easy task; it's almost impossible.
But don't worry; this presentation will help you manage your outsourced team so that you don't have to worry about losing money on your project.
This presentation will help you to understand:
🔸 Why outsourced projects fail?
🔸 Developing outsourcing strategy
🔸 Choosing the right outsourcing partner
🔸 Working with the outsourced team
🔸 Monitoring team progress
If you want to learn through the video, I did a detailed webinar. Do watch the webinar here: https://youtu.be/BriR9g2SSVA
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
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.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
2. The recruiting organization who figures out how to
extract the value of the web’s people data and
how to build a recruiting team model that
operationalizes at scale, will define the future of
talent acquisition.
Opportunity
5. Building Blocks to TA Roadmap
A Vision statement outlines
where you want to be
A Mission statement describes
how you will get there
Measurable, specific &
realistic translations of the
mission statement (i.e. words)
An observable and
measurable end
result (i.e. number)
Revisit TA’s Vision1
Revisit TA’s Mission2
Define our Strategic
Objectives
3
Define our
Goals
4
VISION
MISSION
STRATEGIC OBJECTIVES
GOALS
6. TA Strategic Objectives
Diversity
Establish LinkedIn
as the Employer of
Choice for Diverse
Candidates.
Team
Be the Most
Influential
Recruiting
Organization on
the Planet
Candidate
Cultivate
LinkedIn Brand
Ambassadors
Operations
& Scale
Enable On-
Demand Data to
Drive Insights
and Productivity
Stakeholder
Create a Path
for Accelerated
Business
Results
LinkedIn
on LinkedIn
Be the
Disruption in
Recruiting
7. Strategic Objectives and Goals
Establish LinkedIn as the Employer
of Choice for Diverse Candidates.
• Hiring Manager Net Promoter Score (NPS) at or above X
• Engagement of X% in TA employee survey, with an NPS above X%
• 100% of TA socially sharing best practices
• 0% cold contacts
Be the Most Influential Recruiting
Organization on the Planet
Cultivate LinkedIn Brand
Ambassadors
Enable On-Demand Data to Drive
Insights and Productivity
Create a Path for Accelerated
Business Results
Be the Disruption in Recruiting
• NPS score at or higher for candidates not receiving
offers than those receiving offers
• 100% utilization of data to drive business insights,
• 100% client meetings driven by data and insights
• Build a pipeline that reflects the addressable market
of diverse talent for all roles
8. LinkedIn on LinkedIn
I/E/F* Strategies Measurements
F
Implement clear TA strategy for every
business unit and geo
100% implementation , customized by business unit and geo
F Develop the LI Talent Brand 100% implementation of Talent Brand for every business unit and geo
E
Create Total Addressable Market (TAM)
for key positions
100% TAMs implemented yielding material increase and candidate
response rate
I
Partner with Marketing, Product and
Engineering to pilot, incubate, and share
25% of all LI Product Roadmap initiatives are inspired by TA and/or are
piloted by TA
I
Drive warm outreach through LinkedIn
Recruiter’s new “Spotlight” feature set
100% usage, yielding material increase and candidate response rate
* Note: Innovation, Enhancement, Foundation
Be the Disruption in Recruiting • 0% cold contacts
9. Prioritization Approach
HIGH VALUE
LOW VALUE
LOWPROBABILITY
HIGHPROBABILITY
Big Bet
Double down
(choose selectively; get involved personally)
Effort = High
Junk
Destroy
(invest time to eliminate)
Effort = High at times
Home Run
Delegate
(delegate to a star; watch execution closely)
Effort = Medium
Small Win
Delegate
(delegate and limit effort)
Effort = Low
10. Impact Guidelines
Process
• New process being
introduced?
• Current process
being modified?
• Manual process
being automated?
• Automated process
becoming manual?
Technology
• New system
required to complete
task?
• Updated version of
an existing system?
• New capability or
enhancement within
an existing system?
Program
• New program
being introduced?
• Current program
being modified?
• Old programs
being removed?
People
• New role needed? Change to
existing role?
• Change in reporting
structures and/or job
description?
• Change in who executes a
task?
• New skill set required?
• Change in frequency of work,
volume of work, complexity of
work (more or less)?
12. 6 Rules of Engagement
Unplug
Technology
Unplug. Close or
silence all
distracting
technology
RSVP and
Commit
RSVP to the
meeting invite,
and then commit
to it
Find Your
Voice
Embrace your
fears and find
your voice
Take
Action
Leave meeting
with an action
plan
Keep
Focus
Keep the goal
in mind
(Project X and
today)
Be the Coffee Effect
(cascade down
information, percolate
information up, be the
buzz)
Be
the Buzz
1 2 3 4 5 6
13. TA Social Contract
Don’t Be
a Spectator
Company,
Team, Self
2
We will not
let each
other fail
3
Decide
and Go
4
Respect
1 5
Belonging
14. TA Roadmap Meeting Objective
Meeting Attendees Objective Frequency
Quarterly Pulse Check
(QPC) – one for each pillar
• Brendan Browne
• TA Leadership Team (TALT)
• TA Management (TAM)
• PMO (Project Management
Office) Leader
• PMO Project Manager
• Cross-functional meeting of all TALT pillar leads
• Review all Pillars within the Portfolio, and make trade-off,
scoping, and approach decisions
• Quarterly
• 1.5 hours
TA Roadmap Review
• Brendan Browne
• TALT (by Pillar)
• TAM (by Pillar)
• PMO Leader
• Discuss Recruiting priorities, in-flight and upcoming projects
and partnerships with our business partners.
• Discuss dependencies, focus on change, communication, and
enablement
• Monthly
• 2.5 hours
Pillar Team
• TALT
• TAM Project Sponsor(s)
• PMO Project Manager
• Separate meeting of each pillar leadership team
• Discuss in-flight and upcoming projects for that specific pillar
• Steering committee guides project work, review and approve
deliverables, resolve issues/risks, be change agents
• Monthly
• 2 hours
Project Status Meetings
• TAM Project Sponsor(s)
• PMO Project Manager
• Project Team Members
• Meeting of all project team members (or representatives)
• Discuss project deliverable accomplishments and upcoming
milestones
• Discuss risks, issues and cross-dependencies
• Make decisions on outstanding items
• Weekly
• 1 hour
15. Roles & Responsibilities
TA Roadmap Sponsor Brendan Browne
• Has ultimate decision, authority, and responsibility
• Approves changes to scope
• Provides additional funds for scope changes
• Approves deliverables
Pillar Leader TALT
• Provides leadership in support of the pillar and supporting projects for that pillar
• Acts as vocal and visible champion, legitimizes the project’s goals and objectives
• Resolves issues escalated by the project manager or project team leads
PMO Leader N/A
• Facilitates discussions within the TALT to develop the TA Strategy and vision
• Develops and executions TA Roadmap operations
• Serves as “Managing Partner” for PMO team: provides consultative support, resolves issues, drives day-to-day
execution of work
Project Sponsor TAM
• Makes the business decisions for the project
• Works with Project Manager to identify required project team members, make resources available and mobilize
project teams
• Creates and approves work products, deliverables and milestones
• Helps resolve project issues and risks
Project Manager TA PMO
• Ensures that the Project Team completes the project on schedule and within scope
• Drives and supports project approach, methodology
• Provides status and progress updates
• Raises risks and issues
• Collaborates with other project managers to design cross-functionally and resolve issues within individual projects,
within pillar team, or across pillar teams
• May supervise extra project resources
Team Member
TA Team Members
(outside of PMO)
• Assigned full or part time to participate in project team activities to contribute to team deliverables
• Can be a mix of nomination or volunteer based on project needs
• For nomination: must be FTE and high performer
16. TA Roadmap Cadence
April, 2015 May, 2015 June, 2015
Week 1 Project Team Project Team Project Team
Week 2 Project Team Project Team Project Team
Week 3
Project Team
Pillar Team
Project Team
Pillar Team
Project Team
Pillar Team
Week 4
Project Team
TA Roadmap Review
Project Team
TA Roadmap Review
Project Team
Quarterly Pulse Check
Quartery TALT/TAM offsite
17. RAPID Model
Role Details
Recommend
• Make a recommendation to the D
• Gather and assess relevant facts,
relying on input from the I’s
• Drive robust analysis to select among
alternatives
Agree
• Agree to the decision being made, or
escalate disagreement if needed
Decide
• Makes the final decision and commits
the org to action
• Provides single source of
accountability – Only one D
Perform
• Executes decisions once made,
accountable for making decisions
happen
• May also be an I
Input
• Provide input, valuable expertise,
experience or information to the R
• People who need to be consulted
before the decision is made
RECOMMEND
PERFORM
INPUT AGREE
a decision or action
Be accountable for
performing a
decision once made
Formally agree on
a recommendation
- views must be
reflected in final
proposal
Provide input to a
recommendation – views
may or may not be
reflected in final proposal
DECIDE
Make the decision
and commit the
org to action