HR Wins: Real Stories of Successful Talent Management Journeys

© 2014 Halogen Software. All rights reserved. All contents are confidential.

HR Wins:Real Stories of Successful Talent Management Journeys


Today’s Speakers

Connie CostiganDirector, Marketing Communications

Halogen Software

Laurie RuettimannHR Writer, Speaker, Consultant

LaurieRuettimann.com

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Real Stories of Successful Talent Management Journeys

1. How do you create a talent management philosophy and get people on board with performance management, succession planning and e-learning?

2. How does a talent management philosophy align with real business objectives?

3. How can talent management software support these goals?

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Talent Management 101

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What is Talent Management?• Talent management is the

systematic attraction, identification, development, engagement, retention and deployment of individuals who are of particular value to an organization.

(http://cipd.co.uk)

• Talent management covers the art and science of recruiting, retaining, developing and rewarding people.

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What is Talent Management?

• Performance Management• Learning and Development• Skill Building and Career

Development Opportunities• Succession Management• Talent Mobility• Compensation Planning

• Salary Benchmarking• Job Descriptions • Job Mapping• Talent Acquisition• Ongoing Coaching and Feedback• Assessments and Measurement

Tools

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What is a Talent Management Software Solution?Talent management suites include capabilities for learning management, performance management, succession planning, compensation management and recruiting management. (Gartner)

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Real Stories of Successful Talent Management Journeys

How do you create a talent management philosophy and get people on board with performance management, succession planning and e-learning?

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Creating a Talent Management PhilosophyA company’s approach to managing talent is defined by five elements:

1 Performance: What are the consequences of higher or lower employee performance?

2 Behaviors:How much do behaviors matter and at what threshold do we start to care?

3Differentiation:How should we allocate our company’s resources and rewards across varying levels of performance and potential?

Transparency:How open should we be, and with whom, about our talent processes and their outcomes?

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Accountability:To what extent should managers be responsible for the execution of talent building processes?

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Creating a Talent Management PhilosophyGet senior team input and consensus.

Present the data to the team and facilitate them to agreement on each talent philosophy area. It’s not critical to have perfect alignment, as long as each executive agrees to manage his or her group consistent with the team’s decisions.

Conduct a reality check.It’s easy to give socially desirable responses when asked talent philosophy questions, so it’s important to confront executives with the philosophy’s real-world implications.

Build HR processes and communicate to employees.Once you’ve agreed on the rules, modify your HR processes to enable them. Talent review, succession, development and compensation processes all likely require adjustments to consistently support your new philosophy.

www.hrps.org/?Marc_Effron

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Is It Really That Easy to Create a Talent Management Philosophy?

• Unreliable and Invalid Data• Confidential Employee Data

Stored in Risky Ways• Inconsistent Processes• No Accountability• Poor Communication

• No Link Between Values and Behaviors

• Murky Merit Increases• Culture of Skepticism and

Mistrust• Co-Employment Risks

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Who Has A Stake in Talent Management?

• Board Members• Executive Leadership Team• Directors, Managers,

Supervisors• Human Resources• Employees

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Real Stories of Successful Talent Management JourneysHow does a talent management philosophy align with real business objectives?

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Three Questions Your Board is Asking Itself About Talent

Are we spending enough time on talent matters?

Is management working toward the right talent outcomesand metrics?

Do our current committee agendas allow us to focus on the most important talent issues? For example, does the audit committee cover talent risks? Does the compensation committee use both talent metrics and financial metrics to assess the health of the business and accomplishments of leadership?

(http://executiveboard.com)

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Five Questions Your Board is Asking Your CEO About Talent

Beyond leadership, which talent segments are most critical for success?

What are the top talent-related levers that management is pulling to drive business performance?

How well are we doing on talent (e.g., leadership potential, quality of hire, engagement) relative to our competitors?

How are we differentiating our value proposition for talent relative to competitors?

Do we have the right talent for the next three to five years?

(http://executiveboard.com)

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Does Your CEO Really Care About Talent?• Half of CEOs want to hire more people this year, but nearly two-thirds

are worried about finding the right skills.• A full 93% acknowledge the need to change their talent strategies,

although less than a third have acted on their plans. • More than 80% of CEOs are planning or making changes to their

organizational structure, and they’re also changing how they engage with employees, particularly younger workers.

http://www.pwc.com/gx/en/ceo-survey/2014/key-findings/transformation/developing-tomorrows-workforce.jhtml

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Real Stories of Successful Talent Management Journeys• How can talent

management software support these goals?

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Build HR processes and communicate to employees.

1 Architecture is key: Build a talent management strategy that is simple, clear and aligned.

2Service with a mission: Deliver a world-class experience to the board members, executives, managers, leaders, and employees.

3Be your own PR firm: Never stop talking about how your talent management strategy and software will help the organization perform brilliantly.

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Who’s Doing Talent Management Right?

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Watch the webinar now!

HR Wins: Real Stories of Successful Talent Management Journeys

HR Wins: Real Stories of Successful Talent Management Journeys

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Transcript of HR Wins: Real Stories of Successful Talent Management Journeys