success(ion) planning: preparing leaders for the workforce of the future
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Success(ion) Planning: Preparing Leaders for the Workforce of the
Future
#TMwebinar Sponsored By:
Speaker: Trish Holliday, M.A., SPHR Assistant Commisioner and Chief Learning Officer Tennessee Department of Human Resources
Moderator: Ladan Nikravan
Senior Editor Talent Management magazine
Success(ion) Planning: Preparing Leaders for the Workforce of the
Future
#TMwebinar Sponsored By:
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#TMwebinar Sponsored By:
Ladan Nikravan Senior Editor Talent Management magazine
Success(ion) Planning: Preparing Leaders for the Workforce of the
Future
#TMwebinar Sponsored By:
Trish Holliday, M.A., SPHR Assistant Commisioner and Chief Learning Officer Tennessee Department of Human Resources
Success(ion) Planning: Preparing Leaders for the Workforce of the
Future
Talent Management Magazine and Trish Holliday Present:
Success(ion) Planning: Preparing Leaders for the
Workforce of the Future
Trish Holliday, M.A., SPHR, SHRM-‐SCP Assistant Commissioner and Chief Learning Officer Tennessee Department of Human Resources
• Cumbersome business processes
• Job Classifica;ons did not reflect current business needs
• Limited employee engagement
• Inconsistent learning and development
• “Silo” mentality • Tenure-‐driven employment prac;ces
Previous State: Entrenched
Current State: Transforming
Future State: Transformed
• U;lized Talent Management Model and System
• Aligned leadership competencies for state agencies and roles
• Iden;fied best prac;ces for hiring top talent
• Established recogni;on and reward prac;ces
• Valued relevant internal and external leadership development opportuni;es
T.E.A.M. Act Tennessee Excellence, Accountability and Management Act
§ Recruit § Retain § Reward
Focus on leadership development
Governor’s Priori;es: Jobs & Economic Development; Educa;on & Workforce Development; Fiscal Strength & Efficient Government; Health & Welfare; Public Safety
Tradi;onal Organiza;on § Focused on customer
complaints § Impacted by structure
and tradi;on § Outdated recruitment
and reten;on prac;ces § S;fled crea;vity § Limited par;cipa;on in
learning and growth § Limited trust – denial,
blame, excuses
Learning Organiza;on § Creates customer responsive
workforce § Adapts to changing culture § A_racts and retains a
talented commi_ed workforce
§ Embraces diversity and innova;on
§ Promotes emphasis on learning and growth
§ Builds a more accountable workforce
The dynamic global public sector environment is facing an unprecedented set of talent challenges.
Workforce Challenges Talent Management Challenges
Shrinking Workforce • Heightened compe;;on for talent
Aging Workforce • Loss of experience and intellectual property • Leadership gaps
Globaliza;on • Mobile and diverse workforce
War for Talent • Skills shortages in key roles
Low Employee Engagement • An;cipated high turnover of Genera;on Y • En;tlement, complacency, etc.
Workforces of Genera;ons X & Y • Lack of new recrui;ng/sourcing techniques • Public sector reputa;on and percep;on • Lack of new techniques for employee engagement and mo;va;on
§ Influence organiza;onal decision making in workforce planning and succession planning
§ Establish formalized process to create people strategies that align with business plans: a) Iden;fy and develop the needed core
competencies b) A_ract and retain top talent c) Ensure leadership bench strength for sustainability
§ Diagnose the Need § Is it Mission Cri;cal?
§ Build a Support Structure
§ Demonstrate the Urgency § Why Now?
§ Develop the Program § Learn – Apply – LEAD
§ Evaluate for Con;nuous Improvement § Gather the Data
Diagnose
Demonstrate
Evaluate
Build
Develop
An organized body of informa;on, usually of a factual or procedural nature, which if applied, makes adequate performance on the job possible.
Knowledge
Skills
The manipula;on of data, things, or people through manual, mental or verbal means. Skills are measurable through tes;ng, can be observed, and are quan;fiable.
Abili;es
The capacity to perform a physical or mental ac;vity at the present ;me. Typically abili;es are apparent through func;ons completed on the job. Abili;es and skills are ohen interchanged. The main difference is that ability is the capacity to perform. Competencies
Competencies are observable and measurable characteris;cs of a person that include using knowledge and demonstra;ng skills, behaviors and abili;es that contribute to improved performance.
§ LEAD Tennessee § Tennessee Government Execu;ve Ins;tute § Tennessee Government Management Ins;tute § Accelerated Leadership Ins;tute § Commissioner Leadership Academies § Mentor Tennessee § Pyramid of Learning Cer;ficate Program
State of Tennessee Management and Leadership Development Model Pyramid of Learning Certi?icate Program
§ Statewide customer service training § Great people – Great service § G.R.E.A.T. customer driven excellence § Star Principles of G.R.E.A.T. Customer Service § S.M.A.R.T. Performance Planning § Get S.M.A.R.T.er: Coaching for Higher Performance
§ Tennessee Government Leadership (Alumni of all statewide leadership programs)
§ Tennessee Government Leadership Council Ø Black Belt Leadership Program Ø Leadership Book Club Ø TGL Toastmasters Ø Statewide “Excellence in Service” Award
§ Statewide Learning and Development Council
§ Four Disciplines of Execu;on (4DX) § LEAN ini;a;ves § Baldrige Criteria for Performance Excellence Framework
§ NOW Management System
Baldrige Criteria for Performance Excellence 1. Leadership 2. Strategic planning 3. Customer 4. Measurement analysis & knowledge management 5. Workforce focus: capacity, capability, reten;on 6. Process management 7. Results
NOW Management System 1. The focus is on results 2. Customers define value 3. Everyone is on the same page 4. Improvement is the constant 5. Employees create value 6. Fear is gone 7. The silos have disappeared
Trust
Engage
Growth
High Performing Workforce
Image power
Financial viability
Customer satisfaction
Accepting values
Productivity
Turnover rates
Desired Result
Q & A
Thank You!!
Trish Holliday, M.A., SPHR, SHRM-SCP
Assistant Commissioner & Chief Learning Officer State of Tennessee
Department of Human Resources [email protected]
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