powerpoint presentation · 2017-09-27 · 9/21/2017 1 human capital talent development strategies...

9/21/2017

1

Human Capital TalentDevelopment Strategies

Achieving a Competitive Advantage with

1

Achieve a competitive advantage by aligning human

capital practices with a Talent Development Strategy?

Today we will walk through a holistic and integrated

process using a Source • Grow • Align Model

How Do You:

2

Take the Source • Grow • Align Model and

Use a holistic and

integrative approach

by attracting,

selecting and

developing with

purpose

Align talent

to business

strategy with a

talent development

strategy

Assess

current state

to build

future state

Objectives:

3

9/21/2017

2

What is anIntegration Model?

Assimilation at ALL levels

With ACTIVE integration

4

Spectrum of Support

Sink or

Swim

BasicOrientation

Active Assimilation

Accelerated Integration

5

Align

Source Grow

6

9/21/2017

3

Attracting TalentSource

Retaining TalentAlign

Developing TalentGrow

• Selection Process -Interview Tool Kits

• Interview Training

• Hiring Support

• Executive Recruiting -(outsource or provide internally)

• Onboarding, Assimilation, Integration - New Hire

• Job Profiles

• Internal Talent Management - People in the Pipeline

• Workforce Planning

• Career Maps

• Performance Management

• Promotion Process –Assimilation and Integration

• Talent Strategy

• Career Management - IDP’s

• Leadership Development

• Talent Review - Succession Management including Integration

• Learning & Development -Course and Curriculum

• Coaching & Development

• Assessments

• Analytics

• Compliance

7

Needs AnalysisWhat are the components of this?

8

Examples of Needs Analysis Key Learnings

The development of a common vision and set strategic, measurable goals to achieve their vision.

Cultural issues serve as barriers to the strategic direction.

Hiring and developing top talent that has a deep understanding of the core business is critical, and the transfer of institutional

knowledge.

Measurement of development’s effectiveness and impact in orderto demonstrate a return on investment of money spent.

While there is great appreciation for the access to training, there is a need to

ensure that the right people are being developed and trained in the right things.

9

9/21/2017

4

Integration Model

• Aligning with Stakeholders

• Engaging with the Culture

• Gaining a Complete Picture of the Business and your Role

• Strategic Intent and Support

10

How do you evaluate your integration process during the talent lifecycle?

What does this include?

11

Align

Source Grow

12

9/21/2017

5




• Interview Tool Kits-Targeted Selection


• Hiring Support



• Job Profiles



• Career Maps



• Talent Strategy






• Assessments

• Analytics

• Compliance

13

Attracting

Talent:

Source

Understand Business Strategy

• What are our key business goals for the next 2-5 years?

• What are our organization’s 3 strengths when compared to our competitors?

• What are our organization’s 3 weaknesses when compared to our competitors?

Translate the Critical Talent Implications of Strategy

• What are 3-5 critical talent roles/groups required to achieve business success?

• What positions/skills will become less important/no longer needed to achieve business success?

• What are potential internal barriers to each critical talent group?

• What are potential external barriers to each critical talent group?

Evaluate Talent Management Responses

• What should potential talent management responses be to eliminate barriers for ensuring critical talent is in organization?

• What are benefits/challenges of recruiting critical skills versus developing critical skills and vice versa?

• What are potential organizational responses to eliminate barriers for ensuring critical talent is in organization?

Source: CEB14

Workforce Planning ProcessUnderstand the

Business Strategy and Drivers

Forecast the demand & supply

Determine the workforce gaps

Track, Evaluate & Review Process

Develop Action Plans to Close

Gaps

Review Business Strategy and key

business drives to

provide context and business

alignment

Understand environmental and

competitive landscape

Determine future needs for talent, understanding

capabilities & skill sets

Identify, collect & analyze current

workforce capacity and capabilities

Develop and apply

business scenarios

which may impact

future demand

Create Supply

vs. Demand Report

and prioritize gaps

Build Workforce Plan and Decision Making Framework

considering: criticality of

positions, volume, labor cost, location, sector, skills, talent

availability, onboarding time, etc

Look at opportunities to Build, Buy,

Borrow, or BounceDevelop Objectives, and

performance measure. Track and

evaluate process and results

15

9/21/2017

6

Understand Business Strategy

• What are our key business goals for the next two to five years?

• What are our organization’s three strengths when compared to our competitors?

• What are our organization’s three weaknesses when compared to our competitors?

Guide to Diagnose Strategic Priorities and Human Capital Implications

16

Translate Critical Talent Implications of Strategy

• What 3-5 critical talent roles/groups required to achieve business success?

• What positions/skills will become less important/no longer needed to

achieve business success?

• What are the potential internal barriers to each of the critical talent groups?

(e.g., lack of internal mobility)

• What are the potential external barriers to each of the critical talent groups?

(e.g., lack of graduates, Associate Value Proposition)


17


Evaluate Talent Management Responses

• What should the potential talent management responses be to

eliminate barriers for ensuring critical talent is in the organization?

• What are the benefits/challenges of recruiting critical skills versus developing critical skills and vice versa?

• What are the potential organizational responses to eliminate barriers for ensuring critical talent is in the organization?

18

9/21/2017

7






• Hiring Support



• Job Profiles



• Career Maps



• Talent Strategy






• Assessments

• Analytics

• Compliance

19

• Aligning with business priorities/strategic goals

• Critical roles etc.

Retaining

Talent:

Align

20







Gaps


business drives to


alignment







Develop and apply

business scenarios

which may impact

future demand

Create Supply

vs. Demand Report

and prioritize gaps









21

9/21/2017

8

What is a Career Map?

What is a Career Map?

• Organizations build career maps to

help associates manage cross-

functional moves and other future

career choices.

• A series of experiences in different

roles that will help you gain

competencies to increase

employability.

• A visual representation of those

different experiences.

What a Career Map is not…

• Added positions

– Job opportunities are limited to

approved budgeted positions

• Any job at any location

– Based on geographic needs

• The only way(s) to the desired position

• A guarantee of promotion

22

Performance Management

23






• Hiring Support



• Job Profiles



• Career Maps



• Talent Strategy






• Assessments

• Analytics

• Compliance

24

9/21/2017

9

• Connection to the needs of the company 1 year, 3 years, 5 years, 10 years…

Developing

Talent:

Grow

25







Gaps


business drives to


alignment







Develop and apply

business scenarios

which may impact

future demand

Create Supply

vs. Demand Report

and prioritize gaps









26

TALENT DEVELOPMENT

Strategic PlanGoal is to develop a talent development

program that supports key business

strategies identified by business leaders

.

27

9/21/2017

10

Where do we start with strategy process?

• Current Learning Philosophy

– Looking Back

• Key Learnings from Needs Assessment

• Developing the Plan

• Moving Forward

28

Work

Assignments

Development

Activities

Key Strategic

Initiatives

AssessmentCore

Experiences

Elective

Experiences

Culture

Policies and Procedures

Coaching & Mentoring

Executive Engagement

Assessment and Evaluations

Competencies

Strategic Business

Framework

Talent Development

Strategy

BusinessResults

Development

TALENT DEVELOPMENT

STRATEGY

29

Identify Needs

Identify

Competencies

Identify Critical

Positions

Assess Capabilities & Gaps

Assess the talent

pipeline

Identify critical

competency gaps

Source Talent

Make the “build

versus buy”

decision

Focus on

high-impact

development

activities

Enable Impact

Support Associates

Across Transitions

Align Organization

and Role Design to

Support Associate

Performance

Adjust Leadership

Expectations to

Changing Needs

30

9/21/2017

11

…and Developed Through Three Core Strategies

…By Level/Job FamilyCritical Competencies…

Examples:

• Change management

• Accountability and

recognition

• Setting and monitoring

performance goals

• Delivering effective feedback

• Conflict management/ resolution

Talent Development by Level

Sample Set

Identified in Needs Analysis

Experiential • On-the-job projects

• Classroom Instruction

• eLearning

Relationships • Leader Led Development

• Networking opportunities

Executive

Talent

People

Leader

Individual

Contributor

31

The Classic 9 Box

32

4

1 2

5

9

6

3

POTENTIAL

P

E

R

F

O

R

M

AN

C

E

Weak

Strong

Low High

7 8

Subject Matter Expert

Future HiPo HiPo

SpecialistSolid Associate

Key PlayerRising HiPoHigh Impact Associate

At Risk Associate

“Diamond in theRough”New to Role

“Too New”PerformanceIssues?

32

Development Goal #1:

Competencies to be

Developed:

Organizational Benefit: Associate Benefit:

Action Steps: Success Measures (How

will I measure?):

Completion Date:

Associate Name: Manager

Accountable:

Present Position Details

Title/Placement: Location/Dept.:

Work History: Formal Education:

Desired Position Type

Title or

Type/Placement:

Location/Dept.:

Relocation:

Where:

Yes No Readiness:

Click

Mentor: Educational

Gaps?

Individual Development Plan

Development Goal #2:

Competencies to be

Developed:

Organizational Benefit: Associate Benefit:

Action Steps: Success Measures (How

will I measure?):

Completion Date:

33

9/21/2017

12

The Secret

34

Questions?

• How do you pull it all together?

Holistic Talent Strategic Plan.

35

powerpoint presentation · 2017-09-27 · 9/21/2017 1 human capital talent development strategies...

Documents