NCHRA - Actualizing a Next Generation Master Plan

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Actualizing a Next Generation Master Plan

description

A look at what was presented in my keynote for NCHRA's 2014 "HR as a Business Leader" speaking series

Transcript of NCHRA - Actualizing a Next Generation Master Plan

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WHAT’S ON YOUR MIND?

Generational Diversity

Succession Planning

Managing The Skills Gap

Navigating Disengagement

Our “Social” Reputation

Recruiting Tomorrow’s Superstars

Quantifying Success

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HR as a Business Leader

Collection (Employee Feedback)

Advisement (Management Partnership)

Presenting the Business Case (Executives)

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WHO IS YOUR AUDIENCE?

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EXERCISE #1

How are you gathering employee feedback?

How are you managing employee performance?

How are you rewarding results?

How do I get promoted?

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Management Challenges

Time Management

Group Dynamics vs. Individual Focus

Hyper-Focus on Results

Staying Relevant

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EXERCISE #2

How are you assisting in…

Leadership Training

Multi-Source of Performance Review

Career Development Opportunities

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In Performance Management

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Performance Metrics

Core

Values

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A Roadmap for Interaction

Partner with managers to measure non-performance

behaviors.

Develop a dialogue groundwork.

They measure performance….

We measure citizenship!

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HR as a Business Leader

Collection (Employee Feedback)

Advisement (Management Partnership)

Presenting the Business Case (Executives)

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Field Study Results

Surveys Says…..

Focus Group Results

Platform Feedback (in real time)

Stay Interview Results

360 Feedback

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Recommendations to Management

Corporate Citizenship in Interviews

Corporate Citizenship in Performance Management

Feedback Strategy

Voluntary Citizenship Development

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HOLACRACY

•Status-oriented employees can be motivated by a possible title change,

or having their name attached to more important projects.

•Certainty-oriented employees are motivated simply by the reassurance

that their job is important and they are excelling.

•Autonomy-oriented employees may need the ability to work from home,

or simply slip on their head phones to tune everyone else out.

•Relatedness-oriented employees are energized by opportunities to

socialize with their coworkers — happy hours, softball games, etc.

•Fairness-oriented employees want to know the playing field is even, and

they aren’t being exploited or cheated. They need to hear it consistently.

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EXERCISE #3

Here’s What They’re Saying

Here’s How We’re Partnering

Here’s The Money…!

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COLLECTION (Employee Feedback)

Employee Engagement Survey Results

Focus Group Feedback

Information Shared in Social Feed

Idea Share

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ADVISEMENT (Management Partnership)

Interviewing Process

Core Values in Performance Management

Holacracy Ranking

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THE BUSINESS CASE (Executives)

Higher CVR score = Higher Customer Satisfaction

Holacracy Assessment = Internal Talent Pool

360 Feedback = Leadership Training

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Resources

www.biworldwide.com/newrules

www.biworldwide.com/blog

www.weknownext.com

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Contact

David Kovacovich

[email protected]

www.linkedin.com/in/davidkovacovich

www.davesweeklythought.blogspot.com