Building A High Impact Talent Management Organization
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Transcript of Building A High Impact Talent Management Organization
AGENDA
Christopher FordDirector of HR OperationsSilicon Valley Bank
Our Presenters
Building a HITM Organization
Dick FinneganCEO
C-Suite Analytics
Austin MuzumdarSVP, Client SuccessHRsoft
Brian SharpChief Marketing OfficerHRsoft
AGENDA
The Results are in…
Building a HITM Organization
Traditional Talent Management practices are not working.
71% of workers are disengaged
“Actively Disengaged: employees
Costs U.S. businesses $500B per year
Employee turnover has been
Increasing for the last 5 years
Source: Gallup
AGENDA
Most vendors are not helping…
Building a HITM Organization
More complicated problems. More complicated software.
AGENDA
The Shift
Building a HITM Organization
“Today’s HR organization is no longer judged by its
administrative efficiency – it is judged by its ability to
acquire, develop, retain and help manage talent.”
Innovation Comes to HR. The New Bold, CHRO
AGENDA
The Shift
Building a HITM Organization
“HR’s role is to be more than a corporate arbiter,
policeman or records keeper – it’s to build a more
competitive workforce aimed to support corporate
strategy.”
Don Adams, Bashas’ HR Director
AGENDAHigh Impact Talent Management™
Strategic HR
Effective Line Managers
Engaged Employees
Building a HITM Organization
AGENDAPoll Question
Building a HITM Organization
What area of High Impact Talent
Management is most important to you
this year?
a. Strategic HR
b. Effective Line Managers
c. Engaged Employees (retention)
d. All of the above
e. None of the above
AGENDAWebinar Goal: Start Your Strategy
Building a HITM Organization
Talent TakeawaysStrategy + Technology
AGENDAStrategic HR
HR success will be measured by the business impact
of it’s strategic talent management initiatives.
Building a HITM Organization
The HITM ShiftFrom administrative to strategic – aligned with business goals
The HITM ResultAttract & align top talent with organizational goals
leading to better business results
AGENDAPoll Question
Building a HITM Organization
What has the greatest impact on your HR
strategy?
a. Available Time
b. Company Goals
c. Current Initiatives
d. Budget & Resources
e. All of the above
AGENDAStrategic HR: The Practicioner
Building a HITM Organization
Christopher FordDirector of HR OperationsSilicon Valley Bank
Strategic Alignment
HR Value Proposition
Tactical Implementation
AGENDAStrategic HR
Building a HITM Organization
Strategic Alignment
Alignment with company strategy
How can HR support?- Sometimes process.
- Sometimes technology. - Sometimes both.
Being strategic is about understanding the company's strategic plan and
providing value added services to support it.
AGENDAStrategic HR
Building a HITM Organization
HR Value Proposition
Is HR fully engaged in the company strategy?
Tailor services for the workforce you want to build
Recruiting
Compensation
Culture
Benefits
Adding value is not about the “HR initiative of the day”.
Needs to be a thoughtful process on what will best help the company.
AGENDAStrategic HR
Building a HITM Organization
Tactical Implementation
Foundation of strategic success
You have to execute!
Priorities
Planning
People
Process
Inability to execute, can create cross-functional conflicts.
AGENDAStrategic HR
Building a HITM Organization
Christopher FordDirector of HR OperationsSilicon Valley Bank
Talent Takeaways
Do you have strategic alignment?
Create a plan & team to start on top priority
Are your initiatives in support of those objectives?
AGENDAPoll Question
Building a HITM Organization
What are your priorities for your line
managers this year?
a. Leadership development
b. Skills development
c. Better tools
d. Engagement initiatives
e. Employee retention
AGENDAEffective Line Managers
Line Managers, not HR, are the key to employee
engagement, retention & productivity.
Building a HITM Organization
The HITM ShiftEmpowering managers with effective decision and management support tools.
The HITM ResultDevelop better leaders of more engaged &
productive employees
AGENDAEffective Line Managers: The Vendor
Building a HITM Organization
Austin MuzumdarSVP, Client SuccessHRsoft
Empowerment
Support Tools
Coaching
AGENDAEffective Line Managers
Building a HITM Organization
Manager Empowerment
Everything starts with trust
Trusted managers = empowered managers
Empowered managers = engaged employees
AGENDAEffective Line Managers
Building a HITM Organization
Coaching
Give specific direction
Consistency with support & action
Make time for your managers
Allow them to make mistakes
AGENDAEffective Line Managers
Building a HITM Organization
Tools
Provide decision support (maintains alignment)
Use tools for accountability & transparency
Create your own “HR Angel”
AGENDAEffective Line Managers
Building a HITM Organization
Austin MuzumdarSVP, Client SuccessHRsoft
Focus on improving decisions & actions
Ask your managers about the tools they want/need
Create a manager engagement plan
Talent Takeaways
AGENDAEngaged Employees
Higher Engagement =
Higher Sales + Higher Profits + Higher Productivity
Building a HITM Organization
The HITM Shift1 on 1 employee-focused programs (vs. surveys, award programs, etc)
The HITM ResultRetain top talent with lower costs and fewer
resources
AGENDAEngaged Employees: The Consultant
Building a HITM Organization
Dick FinneganCEO
C-Suite Analytics
3 Critical numbers to know
26-30%
$1.53 Billion
Spending our money wrong –
it has nothing in common with the managers.
AGENDAEngaged Employees
Building a HITM Organization
Getting to the managers
How Not To Do It
Get surveys & have HR do it.
Give managers 30 day action plans
Putting managers in training classes
How To Do It
Focus on engagement scores
& how to increase them
AGENDAPoll Question
Building a HITM Organization
Have your engagement scores
significantly increased over the past
2 years?
a. Yes
b. No
c. Not Sure
AGENDAEngaged Employees
Building a HITM Organization
The Stay Interview
Stay Interviews are 1-1 meetings
between leaders and their newly-
hired and continuing employees to
improve engagement & retention
Train all leaders from executives to first-line supervisors to…
Build trust
Conduct stay interviews
Develop stay plans
Forecast each employee’s individual retention
AGENDAEngaged Employees: The Consultant
Building a HITM Organization
Dick FinneganCEO
C-Suite Analytics
Managers need to do it (not HR)
Talent Takeaways
Build 1-1 Stay Plans
AGENDAHigh Impact Talent Management™
Strategic HR
Effective Line Managers
Engaged Employees
Building a HITM Organization
AGENDA
The High Impact Panel
Building a HITM Organization
Dick FinneganCEO
C-Suite Analytics
Austin MuzumdarSVP, Client Success
HRsoft
Christopher FordDirector of HR Operations
Silicon Valley Bank