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TRANSCRIPT
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• Would you say you have a well defined Talent Management program within your organization?
• Are you using a manual process for any of your Talent Management process?
• Are you currently using Workforce Now for Recruiting, Performance Management or Compensation Management?
Let’s Hear from You
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Human Capital Management Trends
Culture & Engagement
Focus on Recruiting
New Approach to Performance Management
People Data Everywhere
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Trend #1 – Culture and Engagement
“Culture is what people do when no one is looking”
– Herb Kelleher, Chairman Southwest Airlines
The Value of Culture“Culture eats strategy for breakfast”
• Focus: Aligns the entire company towards achieving its vision, mission, and goals.
• Motivation: Builds higher employee motivation and loyalty.
• Connection: Builds team cohesiveness among the company’s various departments and divisions.
• Cohesion: Builds consistency and encourages coordination and control within the company.
• Spirit: Shapes employee behavior at work, enabling the organization to be more efficient and alive.
Source: Shawn Parr – Fast Company October 2013
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Trend #1 – Culture and Engagement
The Challenge“Culture can be a key competitive advantage or Achilles
heel”
• Transparency: Culture is more transparent thanks to social media – Glassdoor, LinkedIn, Twitter – what are your candidates reading about your company?
• Reinvent: 66% of HR organizations are updating their retention and engagement strategies in the next year.
• Engagement: Only 13% of the worldwide workforce is ‘highly engaged’
Source: Bersin by Deloitte 2015 Global HR Trends Source: Steve Crabtree of Gallup October 2013 Source: ADP Research Institute HR and Benefits Decision Makers Study
20%
20 percent of HR decision makers identify Employee Retention as their biggest HR challenge
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Trend #2 – Focus on Recruiting
36%36 percent of HR decision makers cite Recruiting as their number one challenge facing their Human Resources function
Source: 2015 ADP Research Institute: HR and Benefits Decision Makers Study
• Companies are hiring! Nearly half of mid-sized business leaders surveyed plan to hire within the next year
• Businesses are recognizing the value in finding the RIGHT talent
• Competition for Talent in some sectors is fierce
Source: 2014 ADP Research Institute: Top Concerns of Business Leaders in the Post-2008 Economy
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Trend #3 – New Approach to Performance Management
51% More than half of mid-sized business owners surveyed lack confidence in their Talent Management Strategy
Source: 2014 ADP Research Institute: Top Concerns of Business Leaders in the Post-2008 Economy
• Current process is universally unpopular with Employees and Managers alike
• Many companies are reducing the importance of Performance Ratings or doing away with them all together
• Focus is shifting to continuous feedback and coaching
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Trend #4 – People Data Everywhere
HR is leveraging social data to:
• Monitor and build employment brand
• Find and recruit key talent
• Recognize flight risk
• Monitor employee satisfaction and engagement
Attract The Right Talent
• Convey your organization’s brand to Job Seekers• Treat your employees as brand ambassadors • Convey WIIFM to Job Seekers• Create specialized experiences for different jobs• Keep the content fresh
Process
Technology11
Process
TechnologyVideos of interest to Job Seekers
Articles of interest to Job Seekers
Use social media to stay connected
Your logo to promote your brand
Use images to convey your brand and integrate with your website
Most recent postings appear first
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Simple set up of career center
Easily show or hide each section and add your content
Career Center Set-up Page
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Select The Right Candidate
Process
Technology
• Tap into ‘passive candidate’ pools:• Search internally – Leverage Talent Profiles• Contact previous candidates• Reach out to Talent Network• Leverage Social Media• Don’t rely on ‘Post and Pray’ methods
• Select a diverse interview panel• Keep cultural fit at top of mind
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Easily track open requisitions
Aging requisitions clearly noted
Access applicants and track application stage
Track cost for each Requisition
Recruiter Dashboard
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• Ability to create a Talent Network
• Allow Job Seekers to create a profile without applying for a specific position
• Job Agent for Job Seekers
• Ability to search passive candidate pool
• Better tools to tap internal employees for new positions
• Better tools to track internal candidates and notify others within the organization
On the Horizon for Workforce Now Recruiting
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Pitfalls of the classic Performance Management approach
• Process sits outside of the day to day manager/Employee relationship
• Goals are rarely updated and often do not reflect reality
• Feedback is given infrequently and inconsistently
• Lack of relationship between individual goals and the business strategy
• Assessment criteria is often unclear
Engagement and Growth – The Traditional Approach
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Engagement and Growth – ADP Innovation
Talent management integrated throughout the talent journey supporting all types of employees in personalized ways as they work and develop
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Newest thinking from ADP’s Innovation Lab
Engagement and Growth – A Modern Approach
Evolved Performance Management includes:
• Goal setting with frequent, ongoing discussion of goals
• Connection between team/individual goals and organizations goals is clear
• Regular managing and coaching
• Frequent, informal feedback – focus on conversations
71%71 percent of highly engaged employees work in organizations at which their peers are recognized monthly or more frequently
Source: Bersin by Deloitte, High Impact Performance Management, November 2012
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• Social/Public Goals
• Cascading Goals
• Tools to gather and use informal feedback
• Additional review types (360, PIP)
• Individual Development Plans
On the Horizon for Workforce Now Performance Management
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Reward
Source: Bersin by Deloitte, High Impact Performance Management, November 2012
Non Financial Incentives
• Draws upon the notion of intrinsic motivation:
• Assignment of a high-profile project
• Increased work schedule flexibility
• Peer to peer public recognition – badges or kudos
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Reward
Source: Bersin by Deloitte, High Impact Performance Management, November 2012
Pay for Performance
Advocates CriticismsPromotes fairness Money is not long-term motivatorNecessary to retain top talent Merit/Bonus budgets tend to be flatDrives positive business results Incentives kill intrinsic motivation
Doing it Right
• Emphasis on goal setting and frequent updates• Provide managers clear guidance on assessment scales• Encourage managers to gather frequent feedback from a broad
audience• Truly differentiate pay to reward top performers
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Compensation – Roll up View of Event
All Metrics in one View
Summary of Statuses
Narrow into for detail
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Compensation – Printable Compensation Notice
Employee Details
Award Details
Customize the message you want to convey
Award specific presentation
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Measure
• Where do we source our most successful hires?
• What are the common attributes of our most successful employees
• Do we see a correlation between our top performers and their compensation?
• How are we compensating compared to others in our industry
How do we know we’ve been successful?
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DASHBOARDS• Built with one purpose in mind: Simplify how
you isolate relevant data and extract its full value
• View a snapshot of all your dashboards & navigate further from here
ADP Data Cloud Product