3.11 visier workforce_webinar

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Workforce Intelligence: The Future of Talent Management

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Speaker: Ian Cook Director, Product Management Visier

Moderator: Ladan Nikravan

Senior Editor Workforce magazine


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Ladan Nikravan Senior Editor Workforce magazine


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Ian Cook Director, Product Management Visier


© 2014 Visier™

The Future of Talent Management

March 11, 2015 Ian J. Cook, Director Product Management, Visier

§  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

SOME OF OUR AMAZING CUSTOMERS

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

The Evolution of Talent Management

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

TALENT MANAGEMENT DEFINED

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Employee Value

Proposi6on Brand

Rewards Recogni?on Experience

Source Build Buy

Borrow

Deploy Onboarding Networking

Develop Training

Assignments

Progress Promote Transfer

Job rota?on

TALENT MANAGEMENT EVOLUTION

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TALENT MANAGEMENT EVOLUTION

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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.

THE CEO’S AGENDA

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" 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

URGENT NEED FOR CHANGE

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" 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

How does Workforce Intelligence drive results

WORKFORCE INTELLIGENCE DEFINED

Workforce Intelligence enables companies to maximize business performance through

their people.


Analyze

§  Key Business Questions

Align

§  On Goals and Strategies

Act

§  On Plans and Decisions

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WORKFORCE INTELLIGENCE IN ACTION

Analyze – What is our historical resignation rate? Align – What resignation rate will we experience in the future?

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WORKFORCE INTELLIGENCE IN ACTION

Act – How do we adjust our programs to meet our business objectives?

Workforce Intelligence in Action

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

RECRUITING

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

RETENTION

Predict who has the highest likelihood of leaving and use this to identify candidates for stay interviews.

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

PERFORMANCE

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Are we increasing performance year over year?

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

SUCCESSION

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How deep is our succession coverage?

COMPENSATION

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" 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

COMPENSATION

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Quickly identify where workforce costs exceed plan.


Analyze

§  Key Business Questions

Align

§  On Goals and Strategies

Act

§  On Plans and Decisions

RESOURCES

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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]

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Transcript of 3.11 visier workforce_webinar