Post on 21-Jan-2016
TDRp Implementation Challenges
David Vance, Executive DirectorPeggy Parskey, Assistant Director
October 23, 2014
Today’s Discussion 2
Talent Development Reporting principles • CTR
Overview of the ten steps to successful implementation (15 min)
Your issues (15 min)
Break out into groups (15 min)
Report out (15 min)
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Ten Steps to Successful Implementation
Talent Development Reporting principles • CTR
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4Ten Steps to Implement TDRp
1. Socialize TDRp concepts
2. Commit to implement
3. Engage a guiding team
4. Develop a multi-year plan
5. Develop measures library
6. Identify business goals
7. Identify efficiency &
effectiveness goals
8. Create draft statements &
reports
9. Manage results to plan; conduct monthly reviews
10. Review & improve TDRp
processes
8/14/2014Talent Development Reporting principles • CTR
Goal: sponsor commitment to success
Goal: awareness & understanding
Goal: resources to drive & support implementation
Goal: clear expectations about timelines
Goal: defined set of measures to be managed
Goal: clarity on the business goals
Goal: clarity on departmental goals
Goal: demonstrate TDRp outputs
Goal: run HR like a business
Goal: continuous improvement
5Steps 1,2:Socialize and CommitCreate a Sense of Urgency
• Risks of doing nothing?» Lack a holistic view of HR’s
performance
» Lack information to prioritize investment decisions and funding allocation
» Lack a systematic approach to improving training results
» Lower impact on business outcomes
» Continue to be viewed as a cost center and will be subject to ongoing cost cutting
• Opportunity if you act?» Build collaborative partnerships with
the business
» Focus on the most critical priorities, drives application and produces measureable results
» Will run talent like business - An annual business plan
- Agreed upon measures
- Goals and performance targets
» Systematically improve results and impact on business outcomes
» Will have the data, tools and methods to communicate its value to the business
Talent Development Reporting principles • CTR
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6Steps 3,4: Engage a Guiding Team and Create a Multi-year Plan
• Engage a guiding team» You will need help!
» Make sure key players and functions are engaged
» Really needs to be owned by the department head
• Create a multi-year plan» Cannot be done in one year!!
» Pace yourself. Don’t create unrealistic expectations
» Start small and grow the effort- Consider a pilot or start in one unit
- Gather data manually to start if need be – don’t wait for automation
Talent Development Reporting principles • CTR 8/14/2014
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Talent Development Reporting principles • CTR
Step 5 & 6: Develop Measures Library & Establish Outcome Goals
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• Measures Library» Identify business goals
» Interview other key sponsors and stakeholders
» Decide on effectiveness and efficiency measures
» Develop a draft measures library, socialize, finalize
• Goal Setting» Meet with Sponsors for
strategic initiatives
» Agree on Talent’s contribution to the Outcomes
» For other initiatives, establish the expected impact (plan)
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Talent Development Reporting principles • CTR
Step 7: Identify Effectiveness and Efficiency Goals
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• For all initiatives, establish goals (or plan) for the effectiveness and efficiency measures
• Examples » L&D- Effectiveness: 80% for level 1, 90%
for level 2, and 70% for level 3
- Efficiency: Number of participants, completion dates, costs
» Talent Acquisition- Effectiveness: Quality of hire,
% of acceptances to offers
- Efficiency: Time to hire, # of candidates per open requisition
9Step 8: Create Draft Statements and Reports
8/14/2014Talent Development Reporting principles • CTR
• Start with the statements» In practice, all three are usually
started simultaneously
» Outcome statement will likely take the longest
» Focus on just the most important company goals and on just the most important effectiveness and efficiency measures
• Then move to the reports» Summary just pulls the key measures
(maybe all in the beginning) from the three statements
» Operations just pulls key measures (maybe all in the beginning) from the efficiency and effectiveness statements
» Program will be the hardest since it has more detail
10Step 9: Manage Results to Plan; Conduct Sponsor and Stakeholder Reviews
8/14/2014Talent Development Reporting principles • CTR
• Disciplined execution by the department head is key here» The measures are the means
to the end – not the end
» The end is managing talent like a business
» Dedicated, monthly meetings are recommended where the department head reviews progress with direct reports
• Results should also be reviewed with the sponsor and stakeholders at least quarterly if not monthly
11Step 10: Review and Improve
• TDRp is a journey.
• You will learn every year how to be better
• Your company’s goals will change and so will some of the effectiveness and efficiency measures
• Your data, systems and processes will improve every year
• Beware of too many measures and too much data
Talent Development Reporting principles • CTR 8/14/2014
12Beyond Step 10: Expand and Integrate into Business Processes
Talent Development Reporting principles • CTR
• Processes» Monthly reporting and review
processes
» Annual business planning process (function or company)
• Systems» HRIS
» Financial systems
» Learning management system
» Measurement & evaluation system
» Employee opinion survey system
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13Adopting TDRp: Start From Where You Are
8/14/2014Talent Development Reporting principles • CTR
1. Use TDRp for its library of measures and definitions
7. Use the principles and reports of TDRp to run L&D and HR like a business
2. Adopt the framework of outcome, effectiveness, and efficiency measures
3. Create effectiveness and efficiency statements with actual results and no plan
4. Add a plan column to your effectiveness & efficiency statements
5. Create an outcome statement with input from senior leaders
6. Create one, two or all three of the reports
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