3.11 visier workforce_webinar
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Transcript of 3.11 visier workforce_webinar
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Workforce Intelligence: The Future of Talent Management
#WFwebinar
Speaker: Ian Cook Director, Product Management Visier
Moderator: Ladan Nikravan
Senior Editor Workforce magazine
Workforce Intelligence: The Future of Talent Management
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Ladan Nikravan Senior Editor Workforce magazine
Workforce Intelligence: The Future of Talent Management
#WFwebinar
Ian Cook Director, Product Management Visier
Workforce Intelligence: The Future of Talent Management
© 2014 Visier™
The Future of Talent Management
March 11, 2015 Ian J. Cook, Director Product Management, Visier
Page 11
§ Maximize your business outcomes, through your people
ANALYZE From data to insight
ALIGN From insight to plans
ACT From plans to outcomes
VISIER WORKFORCE INTELLIGENCE
Page 13
TODAY’S AGENDA
1. How has Talent Management evolved?
2. What is Workforce Intelligence?
3. How does Workforce Intelligence support - Recruiting - Retention - Performance Management - Succession Planning - Compensation
Page 15
TALENT MANAGEMENT DEFINED
Talent consists of those individuals who can make a difference to organizational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential. Talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles.
Source: CIPD, UK
Page 16
TALENT MANAGEMENT DEFINED
16
Employee Value
Proposi6on Brand
Rewards Recogni?on Experience
Source Build Buy
Borrow
Deploy Onboarding Networking
Develop Training
Assignments
Progress Promote Transfer
Job rota?on
Page 18
TALENT MANAGEMENT EVOLUTION
18
Increasing Impact and Scarcity of Knowledge / Skills
Incr
easi
ng F
ocus
on
Tale
nt M
anag
emen
t Goal: The right person, in the right role, at the right time, for the right cost.
Page 19
THE CEO’S AGENDA
19
" CEO’s used to worry solely about cost – in the last 10 years they are increasingly worried about talent quality
Source: PWC 17th CEO Survey http://www.pwc.com/gx/en/ceo-survey/2014/hrs-talent-perspective.jhtml
Page 20
URGENT NEED FOR CHANGE
20
" There is a big gap between CEO’s expectations and what the HR function is delivering
Source: PWC 17th CEO Survey http://www.pwc.com/gx/en/ceo-survey/2014/hrs-talent-perspective.jhtml
Page 22
WORKFORCE INTELLIGENCE DEFINED
Workforce Intelligence enables companies to maximize business performance through
their people.
Page 23
WORKFORCE INTELLIGENCE DEFINED
Analyze
§ Key Business Questions
Align
§ On Goals and Strategies
Act
§ On Plans and Decisions
Page 24 24
WORKFORCE INTELLIGENCE IN ACTION
Analyze – What is our historical resignation rate? Align – What resignation rate will we experience in the future?
Page 25 25
WORKFORCE INTELLIGENCE IN ACTION
Act – How do we adjust our programs to meet our business objectives?
Page 27
RECRUITING
" React: § Focus on filling approved positions quickly
" Analyze: § Where are the bottlenecks in the hiring process?
" Align:
§ What roles are critical to business success?
" Act: § Monitor and adjust hiring resources based on key
business goals
Page 29
RETENTION
" React: § Deliver reports with basic turnover results.
" Analyze: § Why are people leaving?
" Align: § Where does turnover hurt the business?
" Act: § Focus on retaining only the talent you need
Page 30
RETENTION
Predict who has the highest likelihood of leaving and use this to identify candidates for stay interviews.
Page 31
PERFORMANCE
" React: § Report on who has and has not completed a
performance review
" Analyze: § Whether overall performance is increasing in the right
roles and business units
" Align: § Where to focus to develop performance and increase
organizational capacity
" Act: § Build development needs into workforce plans to
support business growth
Page 33
SUCCESSION
" React: § Track based on leader recommendations
" Analyze: § Overall depth of succession pools and key talent risks
" Align: § Where and how to build succession depth
" Act: § Align and track leadership investments to maximize
business results
Page 35
COMPENSATION
35
" React: § Bounce between the different demands of finance
and line management
" Analyze: § Where and how total rewards are increasing
" Align: § People and costs to deliver a single integrated view
" Act: § Use detailed knowledge of total workforce costs to
plans and monitor results
Page 37
WORKFORCE INTELLIGENCE DEFINED
Analyze
§ Key Business Questions
Align
§ On Goals and Strategies
Act
§ On Plans and Decisions
Page 38
RESOURCES
38
Join a Visier product expert for a 30-minute introductory demo of Visier’s Workforce Analytics & Planning solutions: http://www.visier.com/lp/workforce-intelligence-demo/
DISCUSSION " Ian J. Cook " [email protected]