3. HR pipeline management is to set the
goal for HR needs based on
organizational goal, to forecast the
HR capacity gap and to create initial
actions/adjustments to make up the
gap accordingly.
What is
Pipeline
Management
5. In a given period, we can do the member
pipeline management step by step:
1. Clarify Demanded HR pipeline based on Function goal
2. Predict actual HR pipeline considering retention rate
3. Monthly tracking and adjustment:
Demand
<
Predict
Let go Strategy
For Team Member
Process Optimization
Re-allocation
Exit Interview
How to do
Pipeline
Management
Re-structuring to create new role
for more effective process
Demand
>
Retain Strategy
Corresponding talent
process improvement
Predict
Take in Strategy
External: Recruitment
Internal: Re-allocation, Re-integration,
Dual role.
Process Optimization
Outsourcing
Re-structuring
6. In a given period, we can do the TL pipeline
management step by step:
1. Identify the number of demanded TL candidate at the end of
term
2. Create L&D plan for current members
3. Monthly member performance assessment to see how many
senior members we have:
How to do
Pipeline
Management
For Team Leader
If it’s less than the candidate demanded
Ensure the current L&D Plan’s delivery happened in
place
Improve L&D program based on the performance
assessment
Need based recruitment / member re-allocation for
better member capacity
If it’s more than the candidate demanded
Re-allocation of membership
Exit Interview
Reframe the structure to open more TL
position to enhance overall organizational
efficiency
7. Framework to Plan L&D for Your Term
“My LC is doing L&D plan and I’m confused where to start from...”
Identify
GAPs
VP TM
Eric
Create
customized
L&D
KPIs Related
Retention Rate
Applicants/TLP
%Newie-Junior-Senior
Knowledge-Skills-Attitude
Delivery
Evaluation
