Equip or Fail: The Why and How for People

Leaders to Engage and Develop Employees

Donna SalvoSystemwide Talent Management

Today

• Key trends impacting today’s modern workforce.

• UC's Integrated Talent Management approach

• Delivering Systemwide consistency while enabling local flexibility

UC by the Numbers

18Locations

10Campuses

5Medical Centers

1National

Laboratory

1Agriculture &

Natural Resources Division

1Office of the

President

2nd Largest Employer in CA

190,000+Total Employees (staff & faculty)

238,000+Students

1.7M+

Alumni Worldwide 46,000

People Managers

28%Staff Workforce under 40

33% Career Staff

eligible for retirement in next 10 yrs

150,000+Staff Employees

Employees are Overwhelmed

Deloitte HumanCapital Trends 2014 and 2015; 2018 Predictions by Deloitte

2018 Talent Trends - Skillsoft/ SumTotal

Careers RedefinedA career is now a series of developmental experiences, leading to growth, not always promotion

Career Development is Changing

The latest Conference Board CEO research shows that “finding and retaining talent” is now the #1 issue on the mind of CEOs. Executives are worried about organizational skills, their leadership pipeline, retention and engagement, and their employment brand.

AT&T Inc. is investing more than $1 billion to retrain over 100,000 workers through a patchwork of classes and programs that are

helping them retool the Dallas-based company.

According to Willis Towers Watson, 90 percent of maturing companies expect digital disruption, but only 44 percent are

adequately preparing for it — and getting the right people to get the work done remains a challenge for most.

Manufacturing, technology and health-care industries are moving fastest to focus on skills over degrees because they are the sectors

struggling the most to fill jobs.

Belkin, D. (2018, March 24). More Companies Teach Workers What Colleges Don't. Wall Street Journal. Retrieved from www.wsj.com

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The Trends @ Work Experience is being Redefined… and we have only seen the Start.

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2018 Talent Trends - Skillsoft/ SumTotal

Technology is the way forward.

Employees expect workplace software to look like the intuitive technology they use at home. Spending will increase on elegant tech that promotes productivity and collaboration.

Organizations will embrace the multigenerational workforce.

There is a broader generational workforce than ever before. Some Traditionalists are still working, Boomers are living longer and retiring later, Gen X holds 51 percent of leadership roles globally and 72.8 million Gen Z employees are on the horizon.

Growing Focus on Developing Talent – with a Goal to Attract, Measure & Retain Employees

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Organizations will grow compelling brands.

Organizations will look to create a captivating and authentic employment brand with a strong focus on attracting top talent.

Annual reviews will be a thing of the past.

Many organizations will ditch the annual review and move towards continuous or monthly feedback programs that create tighter manager/employee alignment and better communication.

Workplace wellness programs will be prioritized.Wellness programs and solid benefits will become a high priority to attract and retain top talent. Examples include mindfulness programs, yoga, exercise/health incentives and more.

Onboarding will extend beyond initial employment.The onboarding process will extend beyond employees’ first 30 days and will include opportunities to continually develop existing employees throughout their career.

Digital skills will be in highest demand.The demand will continue to boom for employees with solid digital skills including coders, software engineers, and developers.

Source: Gartner; 3 Priorities for CEO-CHRO Collaboration in the Digital Age

4.1%The New War for Talent

A significant majority (90%) of CHROs say that competition for critical talent will increase over the next

12 months.

HR in the Digital AgeThe most important HR priority should be attracting, developing and retaining the digital talent needed to

drive transformation.

“Facing Historic Labor Shortages, Companies Snap Up Teenagers”

The U.S. is facing a severe worker shortage, forcing employers big and small to explore the labor market’s youngest echelon, which is piling into the workforce.

Levitz, J. & Morath, E (2018, April 16). Facing Historic Labor Shortages, Companies Snap Up Teenagers. Wall Street Journal. Retrieved from www.wsj.com

The current Trends in Learning are now at the heart of the Organization, HR and Technology

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Learning will be connected to business impact.Connecting learning to business results and impact will be an expectation, not a nice to have.

Microlearning will drive L&D’s content strategy.Organization’s focus on learning has been and will continue to move fiercely toward curated microlearning. Learning will be fast, specific, and relevant or it will not be consumed.

Experience platforms will offer a modernized LMS.

A new breed of “microlearning platforms” will push organizations to modernized LMS systems to provide intelligence-based machine learning that recommends, finds and delivers learning.

Mobile learning will be in the forefront.

With the app-based culture strongly at play, mobile devices are the delivery mechanisms learners will use to grow and develop skills.

Social will be integrated into learning.Collaborative learning using easy-to-use online tools will rapidly take the place of compliance based, classroom training.

Company-wide digital transformation will expand beyond IT.It will be critical this year that all employees, beyond the IT department, are digital ready and able to use tools that ensure productivity in the digital age.

Company-wide cybersecurity will be strongly enforced.This year, more than ever, a focus on increasing cyber-security skills will be critical at all levels of the organization.

Systemwide Talent Management

Mission

Design an approach, strategies, and programs to hire, deploy, develop and retain the best people in their respective fields

Talent Management Strategies

•Acknowledge the critical nature of Talent Management current state, outlook and challenges across UC

•Establish discipline and best practices around a culture of talent management

•Facilitate conversation and development of succession strategies to prepare future leaders for management and leadership across UC

•Establish diversity as a key pillar to our talent management strategy

•Provide tools, systems, processes and best practices that prepare us for internal and external environmental changes

•Build capability among HR professionals to be more active talent managers

UC Talent Management Consortium

Core Competencies

1. Communication

2. Diversity and Inclusion

3. Employee Engagement

4. Innovation and Change

Management

5. Job Mastery and

Continuous Learning

6. Resource Management

7. Results Orientation and

Execution

8. Service Focus

9. Teamwork and

Collaboration

People Management Competencies

1. Self-Focus

2. Organizational Focus

3. Operational Focus

4. Employee Focus

5. Workplace Focus

Systemwide Career Development

Programs

Courses & Programs

Developed Based on Competencies

UC Core Competencies

to be Added to Career Tracks / Future Goals

Talent Acquisition

Utilizes UC Competencies

Needs and Challenges

UC 2017 Staff Employee Engagement Key Drivers

Manage Career Development & Objectives at UC

Recognitionfor Work

Contributions

Organization & Supervisor Supported Wellness

The Shifting Organizational Environment

Organizational Culture

Old: Hierarchical

New: Matrixed

Implication

Working with and through more people in different

functions, units, geographies

Enterprise Contributor

Performance Management

Old: Episodic

New: Ongoing

Implication

Providing and requesting more performance feedback

within work

Career Expectations

Old: Linear Path

New: Lateral Portfolio

Implication

Changing roles, teams, org units more frequently –

greater breadth of activities

Source: CEB analys is ”

Response to New Organizational Environment

Source: CLC “Future Trends in Leadersh ip Development”

More complex and adaptive thinking skills needed

Need faster ways to develop leaders

Updated development methods needed

Learning and Career

Solutions

Flexibility Within a Framework

Local L & D OfferingsSystemwide

Development Programs

UC Learning Center

Career Development

My UC Career Portal

My UC Career Portal

My UC Career Portal

Building People Management & Leadership Skills

Managing & Leading the Organization

Managing & Leading Managers

Managing & Leading People

People Management Series & Certificate✓ Supports the UC Core Competencies

✓ Provides baseline management skills

✓ Combines Core & Elective online and instructor led courses

Management Development Program✓ Targeted to mid-level managers managing larger teams and other

managers✓ 4 modules – Manager Redefined, Employee Engagement, Exercising

Influence & Change Management

UC-Coro Systemwide Leadership Collaborative✓ Targeted to senior leaders driving the organization and managing

large, multi-level teams✓ Experiential learning designed to develop strategic thought

partnerships and networks

UC People Management Conference

Managing Implicit Bias eCourse Series Certificate

1: What is Implicit Bias?

2: The Impact of Implicit Bias

3: Managing the Influence of Implicit Bias - Awareness

4: Common Forms of Bias

5: Managing the Influence of ImplicitBias - Mindfulness & Conscious De-biasing

6: Managing Implicit Bias in the HiringProcess

UC Women’s Initiative for Professional Development

Experiential

Create a network of UC women

Establish a pipeline for advancement

Contribute to women’s and UC’s success

• Professional Development

• Strategic Relationship Building

• Professional Narrative of Accomplishments and Vision

• Negotiating at Work

• Peer Coaching

UC

People Management

Conference

300+ UC People Managers53+ breakout sessions

100+ speakers, sponsors & exhibitors

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

Think Differently…

In Closing & Summary

The Learning Experience is being Redefined… and we have only

seen the Start.

Growing Focus on Developing Culture – with a Goal to Attract,

Measure & Retain Employees

Workforce Productivity is now at the heart of the Organization, HR

and HR Technology

Organizations know they need to protect and grow talent in order

to succeed

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Sources Barton, D., Carey, D., & Charan, R. (2018). An agenda for the talent-first CEO (McKinsey Quarterly).

Belkin, D. (2018, March 24). More Companies Teach Workers What Colleges Don't. Wall Street Journal. Retrieved from www.wsj.com

Bersin, J. (2018, March 2). The Red Hot Global Economy: How Should HR Adapt? [Web log post]. Retrieved from www.bersin.com

Cappelli, P., & Travis, A. (2018, March). The New Rules of Talent Management. Harvard Business Review.

West, R. (2018, March 16). You Can't Work Your Way Through College Anymore. Wall Street Journal. Retrieved from www.wsj.com

Skillsoft/SumTotal Talent Trends – (2018)

CEB/Gartner - The New Business Intelligence of Talent Management-ReimagineHR | Washington, DC | October 2017

Questions?

Donna SalvoSystemwide Talent Management