Talent Management. Webinar Hosted by ALCTS, Association for Library Collections & Technical Services March 22, 2017 Meredith Taylor, Ph.D.

Transcription

1 Talent Management Webinar Hosted by ALCTS, Association for Library Collections & Technical Services March 22, 2017 Meredith Taylor, Ph.D.

2 Agenda What is talent management and why is it important? Talent management in libraries and technical services Overview of ARL Talent Management Survey results Takeaways for you and your organization

3 Objectives Learn about the components of talent management and their relationship to organizational strategies and outcomes. Understand talent management within the context of libraries and technical services. Know how to get started addressing the talent management needs of your team and organization.

4 What is Talent Management? An integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs. (Source: Silzer and Dowell, 2010, p. 18)

5 Traditional HR vs. Talent Management Traditional HR Separate HR programs and processes Individual and manager skills focus Reactive Services Standardized procedures and compliance Not aligned with organizational/university strategy Talent Management Integrated HR practices, programs and processes Organizational capabilities Proactive Services Customized consulting and programming Aligned with organizational/university strategy

6 PROCESSES, TOOLS AND ASSESSMENTS Competency Models Development Plans HIPO Identification 360 Assessments Performance Assessment Job Analysis and Design Compensation Analysis and Design STRATEGY Business/Org Strategy Talent Strategy Recruitment Strategy Retention Strategy Compensation Strategy SYSTEMS AND PROGRAMS HRIS Systems Training Professional Development Leadership Development INDICATORS Organizational Outcomes Financial Outcomes Employee Engagement Scores Voluntary Turnover Rates Performance Ratings Program Evaluation ELEMENTS OF TALENT MANAGEMENT

7 PROCESSES, TOOLS AND ASSESSMENTS Competency Models Development Plans HIPO Identification 360 Assessments Performance Assessment Job Analysis and Design Compensation Analysis and Design STRATEGY Business/Org Strategy Talent Strategy Recruitment Strategy Retention Strategy Compensation Strategy SYSTEMS AND PROGRAMS HRIS Systems Training Professional Development Leadership Development INDICATORS Organizational Outcomes Financial Outcomes Employee Engagement Scores Voluntary Turnover Rates Performance Ratings Program Evaluation ELEMENTS OF TALENT MANAGEMENT

8 PROCESSES, TOOLS AND ASSESSMENTS Competency Models Development Plans HIPO Identification 360 Assessments Performance Assessment Job Analysis and Design Compensation Analysis and Design STRATEGY Business/Org Strategy Talent Strategy Recruitment Strategy Retention Strategy Compensation Strategy SYSTEMS AND PROGRAMS HRIS Systems Training Professional Development Leadership Development INDICATORS Organizational Outcomes Financial Outcomes Employee Engagement Scores Voluntary Turnover Rates Performance Ratings Program Evaluation ELEMENTS OF TALENT MANAGEMENT

9 PROCESSES, TOOLS AND ASSESSMENTS Competency Models Development Plans HIPO Identification 360 Assessments Performance Assessment Job Analysis and Design Compensation Analysis and Design STRATEGY Business/Org Strategy Talent Strategy Recruitment Strategy Retention Strategy Compensation Strategy SYSTEMS AND PROGRAMS HRIS Systems Training Professional Development Leadership Development INDICATORS Organizational Outcomes Financial Outcomes Employee Engagement Scores Voluntary Turnover Rates Performance Ratings Program Evaluation ELEMENTS OF TALENT MANAGEMENT

10 CAPABILITIES ABILITIES Value of Talent Management Increases Organizational Capabilities Increases Personal Abilities Source: Ulrich & Brockbank, 2005

11 Libraries Landscape Moving from collections-based organizations to services-centered organizations Work in libraries is driven by technology and becoming increasingly complex More competition for technology/information workforce Libraries becoming integrated in campus initiatives around student success, teaching/learning and research Different needs in 21 st century library which require different jobs and different skill sets Budget cuts and constraints

12 Libraries Workforce 30% of the librarian workforce will be retiring between 2015 and % turnover rate in executive leadership of ARL libraries since 2005; 26% in 2013 alone Demographic shifts Sources, Davis, 2009; Puente, 2014

13 Source: Wilder, 2012

14 Technical Services Landscape Nature of the work is changing Technology is driving the change, requires more IT skills Distributed nature of the work Work is becoming either simple or complex Sources: Weiss, Luesebrink, Glerum, Ziegler, 2012

15 Technical Services Workforce Shrinking technical services divisions Outsourcing of many technical services functions Relying more on paraprofessional staff Are you experiencing re-training or re-skilling challenges? Are you having trouble finding job candidates with the skills that are needed? Are you losing critical knowledge with attrition?

16 Need for Talent Management on the Rise Human capital is largest university expense Moved past the idea that simply cutting budgets and moving money around will make the organization more effective Call to align HR practices with organizational strategy, unique organizational demands, and personal career aspirations Little formal programming in higher education that supports strategic talent management practices as a result universities lag behind industry in their practices to develop and retain talent (ASHE, 2012, p. 46). Sources: ASHE, 2012, Cantrell & Smith, 2010

17 Talent Management is Tough to Implement Customized solution, scalability (Boudreau & Rice, 2015) HR and client skill gaps, especially strategy (Cappelli, 2015) (Jacobson & Sowa, 2012) Declining of resources (Martin et. al., 2012) (ASHE, 2012) Disruptive (Silzer and Dowell, 2010) Centralized tools (e.g. HRIS systems) expensive and complex (Boudreau & Rice, 2015)

18 ARL Talent Management Study 2014 Taylor, M., & Lee, E. (2014). SPEC KIT: Vol Talent management. Washington, DC: Association of Research Libraries.

19 ARL Talent Management Study 2014 Survey was distributed to all 125 member libraries in July 2014 Response rate was 42% (53 libraries) Survey investigated: Talent strategy Recruitment and hiring Retention Employee engagement Job classification management Compensation management Performance assessment Competencies Professional development planning Leadership and succession planning

20 Poll Question One Does your library have integrated talent management processes, programs and norms that are aligned to your organization s strategy? Yes No

21 Key Survey Finding Lack of systematic and strategic approach to talent management Implementing parts of a strategy, e.g., professional development or performance assessment Ad hoc, informal or fractured approach A few libraries have talent management programs underway either in the library or at the institutional level

22 Poll Question Two Does your library have challenges around the re-training or re-skilling of your current staff? Yes No

23 Poll Question Three Please check any skill sets below that your library has had trouble recruiting for recently: Subject expertise (e.g., Chemistry) Information technology expertise Language expertise Senior management/executive expertise Functional expertise (e.g., copyright)

24 Key Survey Finding Widening skill gap in the workforce Current employees less able to be re-trained or reskilled Many job candidates do not have skills needed, especially IT skills

25 Key Survey Finding Identified need for IT skills and executive expertise, but not having talent management strategies in place Not valuing the right credentials Lack of retention strategy Lack of leadership development Lack of succession plan

26 What can your library do? Big picture: Align TM/HR strategy to library strategy Work on the strategic priorities and challenges first Get the data if you don t already have it Make resource decisions based on talent management Programmatic starting points: Develop competency model (recruitment, appraisal, development) Complete job analysis Undertake compensation analysis Undertake succession planning

27 What can you do? Big picture: Discuss these ideas with your HR support and leadership of your organization Review organization s strategic plan and align your team s workforce to it Work on your team's biggest challenges first: retention, succession planning, developing current employees Programmatic starting points: Identify HIPOs for development Create customized development plans Develop a succession planning for your team

28 Resources Aon Hewitt Higher Education Survey: The State of HR Effectiveness. (2012) Association for the Study of Higher Education. Creating a Tipping Point: Strategic Human Resources in Higher Education. ASHE Higher Education Report 38, no. 1 (2012): Berger, Lance A., and Dorothy R. Berger, eds. The Talent Management Handbook. 2nd ed. New York, NY: McGraw Hill, Boudreau, J. & Rice P. (2015). Bright, shiny objects and the future of HR. Harvard Business Review, July-August. Cantrell, S.M. & Smith D. (2010). Workforce of one revolutionizing talent management through customization. Boston: Harvard Business School Press

29 Resources Cappelli, P. (2015). Why we love to hate HR and what HR can do about it. Harvard Business Review, July-August. Davis, Denise. Planning for 2015: The Recent History and Future Supply of Librarians: A Report Prepared for the American Library Association Senior Management and Executive Board to inform its 2015 Strategic Planning Activities ibrarians_supply_demog_analys.pdf Kezar, Adrianna. Rapidly evolving workforce trends: More research and data needed. November Mark Puente, message to author, October 29, Silzer, Rob, and Ben Dowell. Strategic Talent Management Matters. In Strategy-Driven Talent Management: A Leadership Imperative, edited by Rob Silzer and Ben Dowell, San Francisco, CA: Jossey Bass, 2010.

30 Resources Taylor, M., & Lee, E. (2014). SPEC KIT: Vol Talent management. Washington, DC: Association of Research Libraries. Ulrich, D. & Brockbank, W. (2005). HR the value proposition. Boston: Harvard Business School Press. Weiss, A., Luesebrink, M., Glerum, A., and Ziegler, R. (2012). The Future of Library Technical Services: Moving into the 21 st Century. Presentation at the 2012 Florida Library Association Annual Conference. Wilder, S. (2012). The Academic Library Workforce in Transition: New Results from the 2010 ARL Demographic Data. Presentation at the 2012 Association of Research Libraries HR Symposium.

31 Thank You Meredith Taylor Ph.D.