Building an Integrated

Talent Management Strategy

Driving Organizational Alignment & Performance

Morne Swart

SumTotal

Vice President of Product Strategy and Business Transformation

3

Every Organization is

Surrounded by

Challenges

Cultivate

Effective

Managers &

Leaders

Support

Career

Progression

Enable

Continuous

Performance

FeedbackEnable

Mobile

Learning &

Development

Drive

Employee

Engagement

Present

Meaningful

Analytics &

Insight

Attract &

Retain

Top Talent

Build

A Development

Culture

Empower

Continuous

Learning

Resolve

Skills Gaps

Optimize

Performance &

Productivity

Create

Talent Agility

OverwhelmedEmployees

HR Can’t Do it All

DifferentTools

NewExpectations

This New Workplace

Reality

Requires a New Approach

Simplif

yEngage Empower

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.

Individuals

Managers

Organization

Partnering to Enable the Journey

71%Opportunities for Development

are the most critical factor in deciding to stay with the organization

78%Will Stay Longer

If they can see a career path within their

current organization

Individualiz

ed

Development

Career

Mobility

Continuous

Learning

46%of Improved Business Outcomes

are Directly Impacted by Learning Culture

Terry Barton

University of California

Director of Systemwide Staff Development Programs

UC by the Numbers

18 Locations

10Campuses

5Medical Centers

1National

Laboratory

2nd Largest Employer in CA

200,000+Employees

230,000+Students

1.7MillionAlumni Worldwide

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.

Context

Highly Decentralized Organizational Structure

Each Location Operates Independently

UCOP Links Locations, Offers Service & Support

UC’s Integrated Talent Management Model

Integrated Talent Management Website

Integrated Talent Management Strategy

Talent Planning

Career Development

Talent Acquisition

Leadership Development

Succession Management

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

Connecting Talent Management

Thinking Differently

15

UC Learning Center

1System

12Domains

Support Faculty & Staff

Learning

• Local,

Campus-

Specific and

University-

Wide

• Required &

Developmental

Regular

Communication Between Systemwide Team

and Local LMS Admins

UC Learning Center

16

Mind Boggling Stats

UC

Learning

Center

71,000Active

Activities330,000

Active

Users18,000eCourses

Management & Leadership Development Systemwide Programs

Management Development Program (MDP)

• All Mid-Level Managers & Above

• Complete all MDP Modules

UC-CORO Leadership Collaborative

• Select Senior Leaders

• Complete Systemwide UC-CORO Collaborative

People Management Certificate

• All People Managers

• Complete all Core Courses + 4 Electives

Leading the Organization

Managing Managers

Managing People

Developing Managers

All

People

Managers

• Core

• Elective

• eCourses

• In Person

Tracked &

Managed via

UC Learning

Center

Individualized

Development

Plans

Addresses Key

Areas of

Engagement• Communication

• Performance

Management

• Change Management

• Career Development

Provide

Baseline

Supervisory

Skills

Phased Rollout

by LocationAllows Local Flexibility

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-FocusDemonstrates Authenticity, Managerial Courage, Self-Awareness & Self-Control and Personal Growth Orientation

• Organizational FocusLeads through Vision & Values, Develops & Uses Organizational Acumen, Leads Change and Develops Organizational Readiness

• Operational FocusAligns Performance for Success, Practices Continuous Improvement and Plans & Organizes Activity

• Employee FocusDelegates Responsibility, Influences Others, Drives Results, Facilitates Learning and Manages Conflict

• Workplace FocusImplements work standards, Builds Partnerships, Develops a High Performing and Innovative Culture

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

Just In Time Fundamentals

12

Coursesin People

Management

Series

Strategic

On-Boarding

Hiring

For

Success

Exercising Influence

Responding

To Conflict

86% Said eCourses Improved Performance

102 Learners Have Completed ALL Courses

2,800 have Completed at Least ONE Course

Performance

Management

(8)

Define

Your

Purpose

Unify Processes

Collaborate across

Functions

Know Your People

Getting Started

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