Four Things That Matter When Choosing Technology for Career Management

Four Things That Matter When Choosing Technology for Career Management March 9, 2017

Today s Agenda and Presenter Definition of career management and why career management is important Career management changes and trends Four categories of technology for career management Four things to focus on when choosing technology options Q&A Janet Clarey Learning & Career Research Leader Bersin by Deloitte / Deloitte Consulting LLP jclarey@deloitte.com @jclarey Copyright 2017 Deloitte Development LLC. All rights reserved. 2

What is career management? (A new definition) How companies move their workforce all segments into, around, and out of their organizations. Copyright 2017 Deloitte Development LLC. All rights reserved. 3

Why is career management important? The opportunity for professional growth is the most desired benefit, besides health insurance and competitive salary Career management is linked to employee satisfaction, engagement, and retention Career management helps companies better manage the talent pipeline and predict workforce needs & possible successors Source: Bersin by Deloitte, 2016 Copyright 2017 Deloitte Development LLC. All rights reserved. 4

Forces Disrupting Organizations To Six Trends in Career Management 1 Responsibility for career: From worker owned to organization supported, worker owned. 2 Movement around the organization: From career paths to career progression. 3 Expanded workforces: From full-time balance sheet workers to diverse talent sources. Copyright 2017 Deloitte Development LLC. All rights reserved. 6

Forces Disrupting Organizations To Six Trends in Career Management 4 Visibility and communication: From coaching to more visibility and guidance. 5 Role of Leadership: From line manager training to line manager support. 6 Alignment: From focus on actions to focus on alignment. Copyright 2017 Deloitte Development LLC. All rights reserved. 7

Four Categories of Career Management Vendors Integrated Talent Management Systems 1 2 Systems that provide one technology platform for all (or most) career management activities & act as a single source for the full spectrum of talent management activities. Workers tend to move through structured, welldefined career paths designed to follow the organizational structure. Specialized Front-end and Software 3 Middleware 4 Software that enables career-specific guided activities in a standalone system that may or many not be interoperable with other platforms & systems. Workers tend to move through fairly well-defined career paths while also allowing some flexibility for lateral career exploration. Platforms Platforms that provide a user experience layer for accessing digital content from other systems, platforms, applications, and websites, all in one unified place. Workers personalize their learning and career paths, share expertise, and gather experiences based on interests and company needs. Work and Workforce Management Platforms Platforms that support workforces that include both internal & external talent who may rotate in & out of specific projects. Development and career mobility happens within the work stream based on expertise & interests. Copyright 2017 Deloitte Development LLC. All rights reserved. 9

Potential Pros and Cons: Integrated Talent Management Systems for Career Management Potential Pros Centered on one single vendor May be easier to maintain Centralized service Economy of scale May have cost advantages Fewer integration concerns Familiar to users Consistent look and feel More traditional approach to career management may work best for some organizations Mostly established vendors with track record Centralized data Potential Cons One size may not fit all Career management may not be the vendor focus area so the system may lack functionality (not best of breed) Visibility may be an issue within an integrated solution Tend to take a traditional approach to career management that may not work well for some organizations Career management activities such as development typically take place within a closed system Tend to be more focused on the needs of the business vs. individual May be less innovative, slow to change May not support lateral mobility as well as specialized solutions Copyright 2017 Deloitte Development LLC. All rights reserved. 10

Potential Pros and Cons: Specialized Software for Career Management Potential Pros Tend to be more relationship-and conversation-focused and more engaging Career management activities take place inside and outside of the system (more open) Tendency to be more innovative in approach (continuous learning vs. event-focused) User experience is often cleaner Best of breed vs. one size Career management tends to be more visible, transparent, and discoverable May be easier to influence vendor roadmap Tend to have more targeted data Potential Cons Integration with other systems may involve more resources, cost, branding, SSO, etc. than single vendor Service is not centralized vs. integrated solutions May be costlier than integrated solution May provide user with less consistent, familiar experience Vendors may not have a long track record (start-up) Vendor may be more susceptible to acquisition May have some duplication with integrated systems Multiple data sources require more integration and customization Copyright 2017 Deloitte Development LLC. All rights reserved. 11

Potential Pros and Cons: Using Front-end and Middleware Solutions for Career Management Potential Pros Tend to be more relationship-and conversation-focused Career management activities take place inside and outside of the system (more open) Tendency to be more innovative in how learning and development occur User experience is often more streamlined Career management tends to be more visible, transparent, and discoverable, and sharable May be easier to influence roadmap Tendency to be more innovative in approach (continuous learning vs. event-focused) User experience is often cleaner (less going on) Potential Cons Integration with other systems may involve more resources, cost, branding, SSO, etc. than single vendor Service is not centralized vs. integrated solutions May be costlier than integrated solution where career management is included module May provide user with less consistent, familiar experience Vendors may not have a long track record (start-up) Vendor may be more susceptible to acquisition May have some duplication with integrated systems Less focus on specific needs of the business (more individual focus) Career management may not be primary use case Copyright 2017 Deloitte Development LLC. All rights reserved. 12

Potential Pros and Cons: Work and Workforce Management Platforms for Career Management Potential Pros More focus on getting the work done Typically easier to manage work which includes disparate workforce Tends to be easier to manage projects Often support talent acquisition (talent marketplace) Focus on moving people around based on work Potential Cons More focus on getting the work done than individual career management Lack of data integration with talent activities Copyright 2017 Deloitte Development LLC. All rights reserved. 13

Four Things that Matter When Evaluating Technology for Career Management 1 2 3 4 Visibility, Discoverability, Transparency: Platform guides users through various interactions Platform supports the user in searching for and discovering career opportunities Platform provides transparency into what others are doing to progress in their career User-centric Digital Experience: Platform is consumerlike and offers a painfree digital experience Platform has an endto-end user-centric design Platform provides a personalized experience based on workers behavior and how they work Variety of Development Opportunities: Platform supports methods for continuous learning Platform supports the creation of career paths for both traditional and nontraditional mobility Data and People Analytics: Data can be easily accessed and used to meet organizational goals Platform can provide better insight into critical skill gaps, performance ratings, and career interests to plan for future talent needs The platform provides users with data to progress in their career Copyright 2017 Deloitte Development LLC. All rights reserved. 15

Visibility, Discoverability, Transparency Visibility : I can see where I can go GPS: User enters the address for the gym and presses go Discoverability: I can search for where I want to go GPS: User searches for Gym, selects one, and presses go Transparency: I can see what others are doing GPS: User turns device on and drives User gets a map with specific directions User gets a map based on choice of location User gets a map with route information Future? The system will know where you want to go because of a users interests, behaviors, and actions Career Management Platform: Enter project manager Career Management Platform: Search for project manager Career Management Platform: Discover project manager paths based on others history Copyright 2017 Deloitte Development LLC. All rights reserved. 16

User-centric Digital Experience Aim for this This system is really easy to use! I wonder what opportunities are available? This is just what I m looking for. I ll talk to my manager. Thanks. I hadn t thought about that. I ll check it out. This is a great place to work. I m going to refer someone. Access Curiosity Discovery Exploration Growth and Movement Watch for this I don t see what I m supposed to do within the system. I can t find development opportunities or career guidance. The company seems to hide opportunities and discourage movement. I guess I ve got to figure this out on my own. I m not impressed. I better start looking around... Copyright 2017 Deloitte Development LLC. All rights reserved. 17

Data and People Analytics One of our top challenges for career management is visibility into good data. Sr. Director Pulling out the data of systems is difficult. I d like that to be more seamless. We work with multiple HRIS systems, and it s hard to get the data out when you need it. Senior Vice President of a National Retirement Community Development Center Copyright 2017 Deloitte Development LLC. All rights reserved. 19

Key Takeaways There is no one way to do career management Career management is changing rapidly Think of careers as a rock climbing adventure Focus on: 1. Visibility & Discoverability 2. The Employee Experience 3. Variety of development opportunities 4. Data and people analytics

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