Inspire and retain employees through career management€¦ · Inspire and retain employees through...

Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.

Inspire and retain employees through career management

Sponsored by

Inspire & Retain Employeesthrough Career Management

Twitter:@HalogenSoftware#InternalMobility #HR#CareerManagement#TalentStrategy


Today’s presenters

Hawley KaneProduct Manager &Halogen Champion

@Hawley

Julie HarrisonProduct Marketing

Manager@coffeewithJulie


Group chat

Tell us why you’re interested in the topic of career management?


What we have planned for today

• Career ‘ownership’• Internal mobility • Low‐hanging fruit• A ‘Dunrite’ example • 3 “must do” actions

Ownership: HR or the employee?


Who owns career management: HR or employee?

"Lifelong, self‐monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them.”Source: businessdictionary.com


An opportunity for the taking!

70%US workers arenot engaged

Source: Gallop Polls , Spring 2016

93%Millennials left

employer to change roles


Contribution

Satisfaction

Driving outcomes

IncreasedEngagement

IncreasedProductivity

ImprovedBusiness Outcomes


The key principles of GREAT performance:

1. Great leaders2. Focus on outcomes3. Provide feedback and recognize success4. Continuous growth and development5. Keep talking!

Performance management & career management


The importance of continuous growth & development

Source: Bersin by Deloitte 2015

64%Employees would like

more focus on developmentLower turnover 2x median revenue


Continuous growth & development

PERSONALGOALS/NEEDS

GROUPGOALS/NEEDS

ORGANIZATIONGOALS/NEEDS

What is the desired outcome?

What does the individual team need to do to support the outcomes?

How do we need to develop our employees to

achieve this goal?

Source: DDI

Internal Mobility


What are we proposing, exactly?

“Internal mobility” (a.k.a. mobility and talent mobility) is a dynamic internal process for moving talent from role to role – at the leadership, professional and operational levels.”Source: Bersin by Deloitte


Today and tomorrow

Building the capabilities of people who are meeting or exceeding job expectations to ensure success in their current role and to prepare them for future opportunities.


• Annual goals• Mobility• Career aspirations

• Values• Strategic initiatives• Desired business outcomes• Mission• Vision

A formula for talent mobility (Bersin by Deloitte)

• Desired competencies (knowledge, behavior, skills)

• Open positions & opportunities

• Development needs• Strengths

Strategic Competencies

Development Planning Performance ManagementWorkforce Planning

Succession Management Career Management


Group chat

Have you seen this Internal Talent Mobility Formula before? Thoughts?


The importance of supporting internal mobility?


Talent mobility is integral to the employee experience

Attract PerformIntegrate Retain Transition

Ongoing coaching and feedback

Tactics that enable a talent mobility model

Position and ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture

OrientationOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment

Making mistakesAsking questions360 FeedbackCareer PortalLearning Paths1:1 FeedbackDevelopment PlansCoachingObservationJob ShadowingMOOCsTAP

1:1 FeedbackObserve othersTalent ProfileDevelopment PlansNetworkingCross‐functional assignmentsJob rotationTAP

Succession360 FeedbackMentoringTalent PoolsNew job assignmentJob LevelsELPSMELP


Getting started


ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture

OrientationJob ProfilesOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment



Succession360 FeedbackMentoringTalent PoolsJob LevelsNew job assignmentELPSMELP



Talent profiles


Job description profiles

Mentor program

A Dunrite Story


ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture

OrientationJob ProfilesOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment



Succession360 FeedbackMentoringTalent PoolsJob LevelsNew job assignmentELPSMELP



Audience Poll

After viewing this Dunrite example, how do you feel?

• Confident that your company is already an internal mobility champion• Inspired to try some of these tactics out at your company• Intrigued and want to learn more about internal mobility • More confused than ever

Three ‘Must Do’ Actions


Step 1: Set clear goals

Identify 1‐2 specific goals and tie them directly to business targets and financial impact.

Key goals include:• Improve employee engagement• Retention of high potentials• Lower hiring costs• Build leadership


Step 2: Be transparent

Translate your key goals into a policy. Publish and communicate this policy to all employees and managers.

Establish guidelines for:• Internal sourcing• Eligibility• Process


Step 3: Identify metrics that track back to goals

This step will help you know what data to produce.

Metrics that indicate success include:• Total turnover, turnover costs• Employee engagement• Talent pools• Talent readiness or bench strength• Voluntary turnover among high‐potentials


Supporting corporate performance and longevity

Aligned & engaged workforce

OngoingPerformance

10


Audience Poll

Would you like more information on how modern performance solutions can help your organization improve employee engagement, retention and productivity?

• Yes• No, thank you


Questions?


Thank you!

Hawley KaneProduct ManagerHalogen Software

[email protected]@Hawley

Julie HarrisonProduct Marketing Manager

Halogen [email protected]

@coffeewithJulie


Disclaimers

*This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

Inspire and retain employees through career management€¦ · Inspire and retain employees through...

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