HR Team Meeting Presentation 012512V6

1 Privileged and Confidential. For internal Kaplan use only.

Privileged and Confidential. For internal Kaplan use only.

January 2012

Kaplan University Group Human Resources

Improving the Employee Experience2012 Goals and Initiatives


Closing 2011 & Starting 2012

Our Team

HR & The Employee Experience− Including a Guest Star Appearance

2012 Priorities & Initiatives

Next Steps

Q&A

TODAY’S AGENDA


2011 - what made you proud?

2012 – what have you resolved to do differently?


Introducing….The 2012 KUG HR Team


New Team Member – Jovon Sheilds


KU Group HR


KU Recruiting


Employee Experience

Environment & Culture

Talent Acquisition

Talent Development

Total RewardsCommunicatio

n

Operational Excellence


Environment & Culture

Employee Experienc

e

Best Practices:• Fair and consistent actions• Mission driven employees with a sense of community• Individual accountability with leadership support• Recognition that personal aspirations matter• Attractive, energizing and fun place to work

Our 2012 Priorities & Initiatives• Action plans and comprehensive response to the 2012 employee

engagement survey• Creation or continuation of site based groups to drive engagement and put

fun into the workplace for all employees – FT, PT and remote!• Increased opportunities for volunteerism• Launch of internal brand


Roger LeeExecutive Director of Content Development

Guest Speaker


When we say something is “ours,” we take ownership. We give it meaning. We say, “I’ve put skin in the game, and I’m proud of it.”

That is what drives this concept. It’s a sense that what happens here is ours.

We, collectively and individually, make a difference.


Talent Acquisition

Employee Experienc

e

Best Practices:• Hire diverse, mission and culture driven talent• Attract employees who enjoy work• Assess talent using proven tools• Create outstanding onboarding experiences to ensure success

Our 2012 Priorities & Initiatives• Continue improvements in admissions hiring• Increase percentage of FT faculty where appropriate• Implement onboarding program – i.e. Compass• Expand use of interview toolkit and evaluate viability of assessment tools• Implement KBR at our campuses/LCs as appropriate


Talent Development

Employee Experienc

e

Best Practices:• Invest in high performing, high potential and highly engaged talent• Performance based career progression aligned with job level competencies• Maintain an inventory of talent and succession plans

Our 2012 Priorities & Initiatives• Change online Admissions career progression• Review/create FA career progression• Improve and expand the annual succession planning process• Ensure all high potential employees have a development plan• Continue LEAD program in South FL & internships in La Crosse• Offer learning opportunities to all employees through expansion of KapLearn

offerings and partnership with KU Operations L&D department


Total Rewards

Employee Experienc

e

Best Practices:• Create performance driven compensation plans• Offer work schedules that align with employees’ lives• Recognize and celebrate accomplishments – not always with cash• Offer easily accessible and relevant benefits

Our 2012 Priorities & Initiatives• Expand WFH and MyChoice programs• Timely distribution of bonus plans to employees who drive the P&L• Improve communication of benefits info to employees – benefits

statements, KUNet, Health Fairs• Investigate low cost ways to recognize employee service and specific

project assignments• Work with Compensation, complete job evaluations for HR organization


Com

municati

ons

Employee Experienc

e

Best Practices:• Timely, clear and ongoing two way communications• Clearly understood expectations and wide recognition of accomplishments• Continuous updates on company goals and achievements

Our 2012 Priorities & Initiatives• Host Lunch and Listens and other types of skip level meetings• Institute management level peer groups• Offer leadership meetings and ensure information is cascaded to all

employees• Publish Kaplan Way metrics• Increased executive visibility on KUNet and in Student Support Centers


Operational

Excellence

Employee Experienc

e

Best Practices:• Clear expectations for projects across the organization with no silos• 100% compliance – be on time, on budget, on target• Efforts to continuously improve are welcome and even expected• Instill trust and mitigate risk by always doing what you say you will do

Our 2012 Priorities & Initiatives• Expect 100% compliance on company required initiatives such as new hire

compliance training and performance appraisal completion• Effectively administer the 2012 engagement survey with > 80% participation• Handle every ER investigation thoroughly, including follow ups to ensure

cases are considered closed by all parties• Work with Kaplan Inc to update employee handbook & ensure faculty

handbook reflects integrated policies (campus, online) as appropriate


Create/confirm your 2012 Goals

Review information with your manager Create SMART performance goals for 2012 Leaders will create a roll up for the team

All HR team meeting in March – date TBD KUG Leadership team meeting follow up Professional development session hosted by Employment

Law team – Stephanie Hart and/or Jessica Margolin FUN

Look for continued updates throughout 2012 - THE DIFFERENCE IS US!

OUR NEXT STEPS


Last but not least….

HR Team Meeting Presentation 012512V6

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Transcript of HR Team Meeting Presentation 012512V6