driving integrated talent management in turbulent times
DESCRIPTION
Session from the ERE Expo Spring 2011, presented by Julie FletcherTRANSCRIPT
Driving Integrated Talent Management in Turbulent Times
About AMN Healthcare
• The nation’s largest healthcare staffing company providing physician, nurse and allied staffing, physician search, managed services, home healthcare and recruitment process outsourcing
• Recent acquisition increased our scope of services
• Powerful long-term industry growth drivers.
• New York Stock Exchange Ticker Symbol: AHS
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Talent Planning
Career & Succession
Management
Talent Acquisition
Total Rewards
Learning & Development
Performance Management
Competencies, Technologies,
Tools & Measurement
How we started our journey….
What happened late 2008 & throughout 2009
• Business started to decline • Tough decisions on restructuring, base
pay reductions, benefits and ultimately reduction in force
• Instituted frost on open positions – closed all open requisitions, committee put in place to prioritize key positions required to support business goals.
• Business environment worsened – we were unsure of how much the business was going to decline
• Team members constantly in fear • Challenge to our culture – Crack in our
foundation
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How did we respond? • Focused on our true north – kept investing in our
people and demonstrating our values • Stepped up commitment to transparency • Enterprise wide equity grant • Helped leaders lead in difficult times • One small thing • Continued evolving our Integrated Talent Management
Strategy – Continued launch of leadership competencies – Measured engagement – Launched succession/talent planning – Created individual development plans in
support of talent
COMMUNICATE, COMMUNICATE, COMMUNICATE
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AMN is a vibrant and innovative company, evolving and transforming to help serve the healthcare community. We provide an engaging, unified, and inspired workplace guided by our core values. We achieve this by connecting with, listening to, and developing our talented leaders and team members; encouraging them to learn from each other and collaborate to reach unparalleled success.
Our Statement
AMN is a vibrant and innovative company, evolving and transforming to help serve the healthcare community. We provide an engaging, unified, and inspired workplace guided by our core values. We achieve this by connecting with, listening to, and developing our talented leaders and team members; encouraging them to learn from each other and collaborate to reach unparalleled success.
Our Statement
Career Connections
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Overview • Online, centralized resource showing all career paths, position
profiles, development maps and career stories across company
• All profiles and maps developed in partnership with leaders and top performers – valid, accurate and up to date
Talent Management Integration • Talent Acquisition team uses profiles for postings and uses
development maps for interview and talent assessment
• Division managers use profiles for on-the-job training and performance management
• L & D team uses to develop competency workshops • Everyone uses development maps for IDPs and career planning
Components of Career Connections
2010 Talent Management update
• Individual Development Plans
• Weekly Job Postings
• Expansion & Opportunities
• Internal Hires
• Rehire Commitment
• Pay & Benefit Restoration
• …and we completed a major
acquisition
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Talent Planning
Career & Succession
Management
Talent Acquisition
Total Rewards
Learning & Development
Performance Management
Competencies, Technologies,
Tools & Measurement
Individual Development Plans
Competency Leaning Center Career Connections
Build out of position profiles to include KPIs
Integration of competencies PSP training
Competency based training classes
Leadership Development Pipeline
Competency based interview guides
Annual Succession Planning and Talent Review meetings
Annual Engagement Survey
Reinventing EVP VIP Awards
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2011 Talent Management accomplishments
2011 and beyond
One of five AMN Strategic Initiatives for 2011:
“Achieve optimal levels of team member retention and engagement through our integrated talent management strategy and Employment Value Proposition program”
• Complete integration of new acquisition into the AMN family – incorporate competencies, leadership approach, values, purpose, EVP and ITMS.
• Continuing to build succession planning and career connections modules
• Determine next steps and external promotion of our Employment Value Proposition
• Continue to measure and stay committed to communication, culture and change
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Your Thoughts & Questions?
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