Lanteria HR Succession

Transcription

1 Lanteria HR Succession User's Guide for version Copyright 2015 Lanteria

2 Table of Contents 1 Introduction Succession Overview Terminology List Career Development Career Paths Define Career Paths View My Career Path Career Goals Plan Career Goals Monitor Career Goals Talent Management Talent Pools Succession Planning Define Job Roles Requiring Succession Plan Successors Copyright 2015 Lanteria

3 1 Introduction Lanteria HR is a human resource management system that provides the central storage for all HR information, supports HR processes, as well as competence framework and learning. This User s Guide describes the Succession module of Lanteria HR. The target audience is HR specialists or managers who will manage employees career development, work with the talent retaining and succession planning. As a prerequisite to this guide, it is recommended that you get acquainted with the Introduction and Initial Setup guide. 1.1 Succession Overview The career planning and development, as well as defining the most talented employees and retaining such employees are critical for the healthy organization functioning. Lanteria HR allows the employees to set the career goals in collaboration with their managers and the HR managers to monitor the goal achievements. For the talent management, the talent pools can be created and used for planning the successors for the key employees (job roles). 1.2 Terminology List Term Career Goal Career Path Talent Pool Successor Definition The goal the employee is to achieve in terms of the career development. For example, manage the projects or start working with some new technology. The job roles the employee can be potentially promoted to or rotated to. A group of the most talented employees out of all employees performing specific job role(s). Use the talent pool employees to plan successors for the key employees. The employee who can potentially substitute a key employee. Copyright 2015 Lanteria Page 3 of 13

4 2 Career Development Lanteria HR can be used as the career planning tool by the employees, managers and HR team. The employee can see the potential career path and plan the career goals together with the management. The managers and HR team can define the career paths, work with employees to set the goals and monitor the achievements. 2.1 Career Paths The career path can be defined as potential promotions or rotations available for the employee job role. Each employee can view his or her career path to decide where to move forward Define Career Paths The career paths are set up by the HR team for individual job roles. They can be defined when creating the job roles in the Core HR section. You can also plan the career paths from the Succession section: 1. In the Succession section, go to Career Paths. The Career Paths page will open listing all the job roles available in the system. 2. To create a new role, click new item. To define the path for an existing role, click its role title and then Edit Item. Copyright 2015 Lanteria Page 4 of 13

5 3. The job role details will open. Under Promotion Path, use the Add button to select the job roles the current role can be promoted to. 4. Under Rotation Path, select the job roles for potential rotation. 5. Save the changes to the job role details View My Career Path The employees can view their potential promotions and rotations from the Employee role menu by clicking My Performance > My Career Path. Copyright 2015 Lanteria Page 5 of 13

6 For each career path job role, the employee can view the job description and run the Competency Analysis report to compare his or her competencies to the competencies required by the job role the employee is interested in. Copyright 2015 Lanteria Page 6 of 13

7 2.2 Career Goals Based on the career path selected, the employees can plan their career goals, in collaboration with the managers, and then the progress can be discussed during the performance review or a separate meeting. The managers and HR team can track the progress for the career goals Plan Career Goals The career goals can be defined through the Employee role menu. The system also allows the employee manager and HR person to add the goals for the employee. To create the goals from the self service module, follow these steps: 1. In the Employee section, click My Performance > My Career Goals. Copyright 2015 Lanteria Page 7 of 13

8 2. To create a new goal, click Add Goal. Copyright 2015 Lanteria Page 8 of 13

9 3. Specify the goal title, provide the start date and end date for working on the goal. 4. In the Description field, describe the goal. 5. In the Career Challenges field, describe what are the obstacles for achieving the career goal, that is, what the employee should work on to achieve the goal. 6. Use the Status field to provide the current goal status (Not Started, In Process, Completed, or Failed). 7. Save the goal. Based on the created goals, the development needs can be identified and then the learning can be planned for these needs. The development needs can be created from the Employee role menu (My Learning > My Development Needs). Set the need type to Career Monitor Career Goals The employee career goals can be monitored and modified by the managers and HR team, if relevant. For the HR person, the Career Goals report is available (Succession > Career Goals). To view the report, select the period to view the goals for and click View. The report shows the following information: The total number of objectives that were active or have been completed or failed within the selected period The number of active objectives, that is, objectives in the status In Process The number of objectives that are past the due date, but are not marked as completed or failed The number of the completed and failed objectives, that is, objectives with the status Completed and Failed, correspondingly Click View to view and edit the individual employee goals and add new goals, if relevant. The Career Goals report is available for the managers, for their team only. It can be opened from the Manager role menu by clicking My Team Performance > Career Goals. The career goals can be included into the performance review form. To include this section, create a section of the Career Goals type in the template used for the performance review round. Refer to the Appraisal and Reviews guide for details on creating the performance review form templates. Copyright 2015 Lanteria Page 9 of 13

10 3 Talent Management Lanteria HR allows maintaining information about the key employees (roles) in the company and planning successors for such roles. The high performers for this or that job role will form the talent pools. When planning succession for the key job roles, you can select successors from the talent pool members. 3.1 Talent Pools The talent pools are created based on the job roles. All the employees performing the selected job role will be included into the pool as candidates, and then you can include the selected employees as pool members. Follow these steps to create a talent pool: 1. In the Succession section, click Talent Pools. 2. To create a new pool, click Add Talent Pool. Copyright 2015 Lanteria Page 10 of 13

11 3. Provide the pool title and description. 4. Select the job roles for which the talent pool is being created. For example, you can create the talent pool of the TOP managers to use its members for planning succession for the CEO. 5. Save the pool. 6. Next, select the talent pool members out of the candidates. In the Talent Pools page, next to the created pool, click Candidates. 7. All the employees whose job positions are related to the selected job roles will be listed as candidates you can choose from. You can search for the members based on the performance rating and average competency score select the rating and score and click View. Note: The employees who didn t participate in the performance review and don t have the performance rating and competency score will not be included into the talent pool candidates. You can also use the performance/competence matrix to see how many candidates with each performance rating/competency level you have in the pool. To include the candidate as member, click Include next to the candidate. 3.2 Succession Planning The successors are planned for the key job roles in the company. The first step is to define such roles and mark them as requiring succession. Next, plan the successors from the talent pool members Define Job Roles Requiring Succession To mark the job role as the one to plan succession for, do the following: Copyright 2015 Lanteria Page 11 of 13

12 1. In the Org Structure section, select Jobs and Positions, click Job Roles. 2. Click the title of the job role that requires succession and then click Edit Item. 3. Select the Succession Required check box. 4. Save the changes Plan Successors The successors for the key employees can be planned in the Succession section: 1. Go to Succession > Succession Planning. The Succession Summary page will open displaying all the employees for whose job roles the Succession Required check box has been selected. Copyright 2015 Lanteria Page 12 of 13

13 2. To select the successors for the employee (or job role), click Details next to the employee. 3. In the bottom of the page, select the talent pool from whose members the successor is to be chosen and click Show. All the talent pool members will be listed. 4. To add a talent poll member as successor, click Include. You can include several successors, if relevant. 5. To remove the successor, click the remove icon in the successor s card. Note: The successors are planned on the job role level. All the selected successors will be also used for other employees performing the current job role, if any. Copyright 2015 Lanteria Page 13 of 13