9/21/2017. How Do You: Objectives: Achieve a competitive advantage by aligning human capital practices with a Talent Development Strategy?

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1 Achieving a Competitive Advantage with Human Capital Talent Development Strategies 1 How Do You: Achieve a competitive advantage by aligning human capital practices with a Talent Development Strategy? Today we will walk through a holistic and integrated process using a Model 2 Objectives: Take the Model and Assess current state to build future state talent to business strategy with a talent development strategy Use a holistic and integrative approach by attracting, selecting and developing with purpose 3 1

2 What is an Model? Assimilation at ALL levels With ACTIVE integration 4 Spectrum of Support Sink or Swim Basic Orientation Active Assimilation Accelerated 5 6 2

3 Attracting Talent Selection Process - Interview Tool Kits Interview Training Hiring Support Executive Recruiting - (outsource or provide internally) Onboarding, Assimilation, - New Hire Job Profiles Retaining Talent Internal Talent Management - People in the Pipeline Workforce Planning Career Maps Performance Management Promotion Process Assimilation and Developing Talent Talent Strategy Career Management - IDP s Leadership Development Talent Review - Succession Management including Learning & Development - Course and Curriculum Coaching & Development Assessments Analytics Compliance 7 Needs Analysis What are the components of this? 8 Examples of Needs Analysis Key Learnings The development of a common vision and set strategic, measurable goals to achieve their vision. Cultural issues serve as barriers to the strategic direction. Hiring and developing top talent that has a deep understanding of the core business is critical, and the transfer of institutional knowledge. Measurement of development s effectiveness and impact in order to demonstrate a return on investment of money spent. While there is great appreciation for the access to training, there is a need to ensure that the right people are being developed and trained in the right things. 9 3

4 Model ing with Stakeholders Engaging with the Culture Gaining a Complete Picture of the Business and your Role Strategic Intent and Support 10 How do you evaluate your integration process during the talent lifecycle? What does this include?

5 Attracting Talent Interview Tool Kits- Targeted Selection Interview Training Hiring Support Executive Recruiting - (outsource or provide internally) Onboarding, Assimilation, - New Hire Job Profiles Retaining Talent Internal Talent Management - People in the Pipeline Workforce Planning Career Maps Performance Management Promotion Process Assimilation and Developing Talent Talent Strategy Career Management - IDP s Leadership Development Talent Review - Succession Management including Learning & Development - Course and Curriculum Coaching & Development Assessments Analytics Compliance 13 Understand Business Strategy What are our key business goals for the next 2-5 years? What are our organization s 3 strengths when compared to our competitors? What are our organization s 3 weaknesses when compared to our competitors? Attracting Talent: Translate the Critical Talent Implications of Strategy What are 3-5 critical talent roles/groups required to achieve business success? What positions/skills will become less important/no longer needed to achieve business success? What are potential internal barriers to each critical talent group? What are potential external barriers to each critical talent group? Evaluate Talent Management Responses What should potential talent management responses be to eliminate barriers for ensuring critical talent is in organization? What are benefits/challenges of recruiting critical skills versus developing critical skills and vice versa? What are potential organizational responses to eliminate barriers for ensuring critical talent is in organization? : CEB14 Workforce Planning Process Understand the Business Strategy and Drivers Review Business Strategy and key business drives to provide context and business alignment Forecast the demand & supply Understand environmental and competitive landscape Determine future needs for talent, understanding capabilities & skill sets Determine the workforce gaps Develop and apply business scenarios which may impact future demand Create Supply vs. Demand Report and prioritize gaps Develop Action Plans to Close Gaps Build Workforce Plan and Decision Making Framework considering: criticality of positions, volume, labor cost, location, sector, skills, talent availability, onboarding time, etc Identify, collect & analyze current workforce capacity and capabilities Track, Evaluate & Review Process Develop Objectives, and performance measure. Track and evaluate process and results Look at opportunities to Build, Buy, Borrow, or Bounce 15 5

6 Guide to Diagnose Strategic Priorities and Human Capital Implications Understand Business Strategy What are our key business goals for the next two to five years? What are our organization s three strengths when compared to our competitors? What are our organization s three weaknesses when compared to our competitors? 16 Guide to Diagnose Strategic Priorities and Human Capital Implications Translate Critical Talent Implications of Strategy What 3-5 critical talent roles/groups required to achieve business success? What positions/skills will become less important/no longer needed to achieve business success? What are the potential internal barriers to each of the critical talent groups? (e.g., lack of internal mobility) What are the potential external barriers to each of the critical talent groups? (e.g., lack of graduates, Associate Value Proposition) 17 Guide to Diagnose Strategic Priorities and Human Capital Implications Evaluate Talent Management Responses What should the potential talent management responses be to eliminate barriers for ensuring critical talent is in the organization? What are the benefits/challenges of recruiting critical skills versus developing critical skills and vice versa? What are the potential organizational responses to eliminate barriers for ensuring critical talent is in the organization? 18 6

7 Attracting Talent Interview Tool Kits- Targeted Selection Interview Training Hiring Support Executive Recruiting - (outsource or provide internally) Onboarding, Assimilation, - New Hire Job Profiles Retaining Talent Internal Talent Management - People in the Pipeline Workforce Planning Career Maps Performance Management Promotion Process Assimilation and Developing Talent Talent Strategy Career Management - IDP s Leadership Development Talent Review - Succession Management including Learning & Development - Course and Curriculum Coaching & Development Assessments Analytics Compliance 19 Retaining Talent: ing with business priorities/strategic goals Critical roles etc. 20 Workforce Planning Process Understand the Business Strategy and Drivers Review Business Strategy and key business drives to provide context and business alignment Forecast the demand & supply Understand environmental and competitive landscape Determine future needs for talent, understanding capabilities & skill sets Determine the workforce gaps Develop and apply business scenarios which may impact future demand Create Supply vs. Demand Report and prioritize gaps Develop Action Plans to Close Gaps Build Workforce Plan and Decision Making Framework considering: criticality of positions, volume, labor cost, location, sector, skills, talent availability, onboarding time, etc Identify, collect & analyze current workforce capacity and capabilities Track, Evaluate & Review Process Develop Objectives, and performance measure. Track and evaluate process and results Look at opportunities to Build, Buy, Borrow, or Bounce 21 7

8 What is a Career Map? What is a Career Map? Organizations build career maps to help associates manage crossfunctional moves and other future career choices. A series of experiences in different roles that will help you gain competencies to increase employability. What a Career Map is not Added positions Job opportunities are limited to approved budgeted positions Any job at any location Based on geographic needs The only way(s) to the desired position A guarantee of promotion A visual representation of those different experiences. 22 Performance Management 23 Attracting Talent Interview Tool Kits- Targeted Selection Interview Training Hiring Support Executive Recruiting - (outsource or provide internally) Onboarding, Assimilation, - New Hire Job Profiles Retaining Talent Internal Talent Management - People in the Pipeline Workforce Planning Career Maps Performance Management Promotion Process Assimilation and Developing Talent Talent Strategy Career Management - IDP s Leadership Development Talent Review - Succession Management including Learning & Development - Course and Curriculum Coaching & Development Assessments Analytics Compliance 24 8

9 Developing Talent: Connection to the needs of the company 1 year, 3 years, 5 years, 10 years 25 Workforce Planning Process Understand the Business Strategy and Drivers Review Business Strategy and key business drives to provide context and business alignment Forecast the demand & supply Understand environmental and competitive landscape Determine future needs for talent, understanding capabilities & skill sets Determine the workforce gaps Develop and apply business scenarios which may impact future demand Create Supply vs. Demand Report and prioritize gaps Develop Action Plans to Close Gaps Build Workforce Plan and Decision Making Framework considering: criticality of positions, volume, labor cost, location, sector, skills, talent availability, onboarding time, etc Identify, collect & analyze current workforce capacity and capabilities Track, Evaluate & Review Process Develop Objectives, and performance measure. Track and evaluate process and results Look at opportunities to Build, Buy, Borrow, or Bounce 26 TALENT DEVELOPMENT Strategic Plan. Goal is to develop a talent development program that supports key business strategies identified by business leaders 27 9

10 Where do we start with strategy process? Current Learning Philosophy Looking Back Key Learnings from Needs Assessment Developing the Plan Moving Forward 28 TALENT DEVELOPMENT STRATEGY Competencies Strategic Business Framework Talent Development Strategy Work Assignments Assessment Development Activities Core Experiences Culture Policies and Procedures Coaching & Mentoring Executive Engagement Key Strategic Initiatives Elective Experiences Business Results Development Assessment and Evaluations 29 Identify Needs Assess Capabilities & Gaps Talent Enable Impact Identify Competencies Assess the talent pipeline Make the build versus buy decision Support Associates Across Transitions Identify Critical Positions Identify critical competency gaps Focus on high-impact development activities Organization and Role Design to Support Associate Performance Adjust Leadership Expectations to Changing Needs 30 10

11 Talent Development by Level Critical Competencies Examples: Change management Accountability and recognition Setting and monitoring performance goals Delivering effective feedback Conflict management/ resolution Sample Set Identified in Needs Analysis By Level/Job Family Executive Talent People Leader Individual Contributor and Developed Through Three Core Strategies Experiential On-the-job projects Classroom Instruction elearning Relationships Leader Led Development Networking opportunities 31 The Classic 9 Box Strong Subject Matter Expert Future HiPo HiPo P E R F O R M A N C E 4 Specialist Solid Associate At Risk Associate Key Player Too New Performance Issues? 6 Rising HiPo High Impact Associate 3 Diamond in the Rough New to Role Weak 32 Low POTENTIAL High 32 Individual Development Plan Associate Name: Manager Accountable: Present Position Details Title/Placement: Work History: Location/Dept.: Formal Education: Desired Position Type Title or Type/Placement: Relocation: Where: Mentor: Development Goal #1: Location/Dept.: Yes No Readiness: Click Educational Gaps? Competencies to be Developed: Organizational Benefit: Associate Benefit: Action Steps: Success Measures (How will I measure?): Completion Date: Development Goal #2: Competencies to be Developed: Organizational Benefit: Associate Benefit: Action Steps: Success Measures (How will I measure?): Completion Date: 33 11

12 The Secret 34 Questions? How do you pull it all together? Holistic Talent Strategic Plan

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