Building an Integrated Talent Management Strategy. Driving Organizational Alignment & Performance

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1 Building an Integrated Talent Management Strategy Driving Organizational Alignment & Performance

2 Morne Swart SumTotal Vice President of Product Strategy and Business Transformation

3 Every Organization is Surrounded by Challenges Enable Continuous Performance Feedback Attract & Retain Top Talent Support Career Progression Empower Continuous Learning Drive Employee Engagement Enable Mobile Learning & Development Optimize Performance & Productivity Resolve Skills Gaps Present Meaningful Analytics & Insight Create Talent Agility Build A Development Culture Cultivate Effective Managers & Leaders 3

4 Overwhelmed Employees HR Can t Do it All Different Tools New Expectations

5 This New Workplace Reality Requires a New Approach

6 Simplif y Engage Empower

7 The Self- Developing Organization Deliver an experience that radically simplifies the ability to empower every role in the organization with a personalized and self-directed development path to engage employees in meaningful growth. Organization Managers Individuals

8 Partnering to Enable the Journey 71% Opportunities for Development are the most critical factor in deciding to stay with the organization Individualiz ed Development Continuous Learning Career Mobility 46% of Improved Business Outcomes are Directly Impacted by Learning Culture 78% Will Stay Longer If they can see a career path within their current organization

9 Terry Barton University of California Director of Systemwide Staff Development Programs

10 UC by the Numbers 2 nd Largest Employer in CA 230,000+ Students 18 Locations 200,000+ Employees 10 Campuses 5 Medical Centers 1 National Laboratory 1.7 Million Alumni Worldwide

11 Context Highly Decentralized Organizational Structure Each Location Operates Independently UCOP Links Locations, Offers Service & Support Systemwide Talent Management & Staff Development Provide the tools and support for leaders to effectively align the University of California's human capital with organizational objectives. Research and gather various best practice principles in an effort to identify opportunities to better serve UC. Talent management integrates the HR functions of talent planning, acquisition, onboarding, performance, learning and succession into an interconnected whole. Creates the structure and tools necessary to hire, deploy, develop and retain the best people in their respective fields.

12 UC s Integrated Talent Management Model Integrated Talent Management Website

13 Integrated Talent Management Strategy Talent Planning Career Development Succession Management Talent Acquisition Leadership Development

14 Connecting Talent Management Thinking Differently What are You Trying to Solve Who are Your Partners What Exists That You Can Leverage What is Your Change Plan What is Your Communication Plan

15 UC Learning Center Regular Communication Between Systemwide Team and Local LMS Admins Local, Campus- Specific and University- Wide Required & Developmental UC Learning Center 1 System 12 Domains Support Faculty & Staff Learning 15

16 Mind Boggling Stats 18,000 ecourses 71,000 Active Activities UC Learning Center 330,000 Active Users 16

17 Management & Leadership Development Systemwide Programs Leading the Organization UC-CORO Leadership Collaborative Select Senior Leaders Complete Systemwide UC-CORO Collaborative Management Development Program (MDP) All Mid-Level Managers & Above Complete all MDP Modules Managing Managers Managing People People Management Certificate All People Managers Complete all Core Courses + 4 Electives

18 Developing Managers All People Managers Core Elective ecourses In Person Provide Baseline Supervisory Skills Individualized Development Plans Tracked & Managed via UC Learning Center Addresses Key Areas of Engagement Phased Rollout by Location Allows Local Flexibility Communication Performance Management Change Management Career Development

19 Systemwide Staff Development Programs Courses & Programs Developed Based on Competencies UC Core Competencies to be Added to Career Tracks / Future Goals Talent Acquisition Utilizes UC Competencies Core Competencies Communication Diversity and Inclusion Employee Engagement Innovation and Change Management Job Mastery and Continuous Learning Resource Management Results Orientation and Execution Service Focus Teamwork and Collaboration People Management Competencies Self-Focus Demonstrates Authenticity, Managerial Courage, Self-Awareness & Self-Control and Personal Growth Orientation Organizational Focus Leads through Vision & Values, Develops & Uses Organizational Acumen, Leads Change and Develops Organizational Readiness Operational Focus Aligns Performance for Success, Practices Continuous Improvement and Plans & Organizes Activity Employee Focus Delegates Responsibility, Influences Others, Drives Results, Facilitates Learning and Manages Conflict Workplace Focus Implements work standards, Builds Partnerships, Develops a High Performing and Innovative Culture

20 Just In Time Fundamentals 86% Said ecourses Improved Performance 102 Learners Have Completed ALL Courses Performance Management (8) 12 Courses in People Management Series Hiring For Success Exercising Influence 2,800 have Completed at Least ONE Course Strategic On-Boarding Responding To Conflict

21 Define Your Purpose Unify Processes Getting Started Collaborate across Functions Know Your People

22 Thank You for Attending. sumtotalsystems.com linkedin.com/company/sumtotal-systems facebook.com/sumtotal.systems twitter.com/sumtotalsystems U.S. and Canada: U.K. and Europe: +44 (0) Asia Pacific: +91 (0)