Building an Integrated Talent Management...
Transcript of Building an Integrated Talent Management...
Building an Integrated
Talent Management Strategy
Driving Organizational Alignment & Performance
Morne Swart
SumTotal
Vice President of Product Strategy and Business Transformation
3
Every Organization is
Surrounded by
Challenges
Cultivate
Effective
Managers &
Leaders
Support
Career
Progression
Enable
Continuous
Performance
FeedbackEnable
Mobile
Learning &
Development
Drive
Employee
Engagement
Present
Meaningful
Analytics &
Insight
Attract &
Retain
Top Talent
Build
A Development
Culture
Empower
Continuous
Learning
Resolve
Skills Gaps
Optimize
Performance &
Productivity
Create
Talent Agility
OverwhelmedEmployees
HR Can’t Do it All
DifferentTools
NewExpectations
This New Workplace
Reality
Requires a New Approach
Simplif
yEngage Empower
The Self-
Developing
Organization
Deliver an experience that radically
simplifies the ability to empower every role
in the organization with a personalized and
self-directed development path to engage
employees in meaningful growth.
Individuals
Managers
Organization
Partnering to Enable the Journey
71%Opportunities for Development
are the most critical factor in deciding to stay with the organization
78%Will Stay Longer
If they can see a career path within their
current organization
Individualiz
ed
Development
Career
Mobility
Continuous
Learning
46%of Improved Business Outcomes
are Directly Impacted by Learning Culture
Terry Barton
University of California
Director of Systemwide Staff Development Programs
UC by the Numbers
18 Locations
10Campuses
5Medical Centers
1National
Laboratory
2nd Largest Employer in CA
200,000+Employees
230,000+Students
1.7MillionAlumni Worldwide
Systemwide Talent Management & Staff
Development
• Provide the tools and support for leaders to
effectively align the University of California's
human capital with organizational objectives.
• Research and gather various best practice
principles in an effort to identify opportunities to
better serve UC.
• Talent management integrates the HR functions
of talent planning, acquisition, onboarding,
performance, learning and succession into an
interconnected whole.
• Creates the structure and tools necessary to hire,
deploy, develop and retain the best people in their
respective fields.
Context
Highly Decentralized Organizational Structure
Each Location Operates Independently
UCOP Links Locations, Offers Service & Support
UC’s Integrated Talent Management Model
Integrated Talent Management Website
Integrated Talent Management Strategy
Talent Planning
Career Development
Talent Acquisition
Leadership Development
Succession Management
What are You Trying to Solve
Who are Your Partners
What Exists That You Can Leverage
What is Your Change Plan
What is Your Communication
Plan
Connecting Talent Management
Thinking Differently
15
UC Learning Center
1System
12Domains
Support Faculty & Staff
Learning
• Local,
Campus-
Specific and
University-
Wide
• Required &
Developmental
Regular
Communication Between Systemwide Team
and Local LMS Admins
UC Learning Center
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Mind Boggling Stats
UC
Learning
Center
71,000Active
Activities330,000
Active
Users18,000eCourses
Management & Leadership Development Systemwide Programs
Management Development Program (MDP)
• All Mid-Level Managers & Above
• Complete all MDP Modules
UC-CORO Leadership Collaborative
• Select Senior Leaders
• Complete Systemwide UC-CORO Collaborative
People Management Certificate
• All People Managers
• Complete all Core Courses + 4 Electives
Leading the Organization
Managing Managers
Managing People
Developing Managers
All
People
Managers
• Core
• Elective
• eCourses
• In Person
Tracked &
Managed via
UC Learning
Center
Individualized
Development
Plans
Addresses Key
Areas of
Engagement• Communication
• Performance
Management
• Change Management
• Career Development
Provide
Baseline
Supervisory
Skills
Phased Rollout
by LocationAllows Local Flexibility
Core
Competencies
• Communication
• Diversity and Inclusion
• Employee Engagement
• Innovation and Change Management
• Job Mastery and Continuous Learning
• Resource Management
• Results Orientation and Execution
• Service Focus
• Teamwork and Collaboration
People Management
Competencies
• Self-FocusDemonstrates Authenticity, Managerial Courage, Self-Awareness & Self-Control and Personal Growth Orientation
• Organizational FocusLeads through Vision & Values, Develops & Uses Organizational Acumen, Leads Change and Develops Organizational Readiness
• Operational FocusAligns Performance for Success, Practices Continuous Improvement and Plans & Organizes Activity
• Employee FocusDelegates Responsibility, Influences Others, Drives Results, Facilitates Learning and Manages Conflict
• Workplace FocusImplements work standards, Builds Partnerships, Develops a High Performing and Innovative Culture
Systemwide Staff Development Programs
Courses & Programs
Developed Based on Competencies
UC Core Competencies to be Added to
Career Tracks / Future Goals
Talent Acquisition
Utilizes UC Competencies
Just In Time Fundamentals
12
Coursesin People
Management
Series
Strategic
On-Boarding
Hiring
For
Success
Exercising Influence
Responding
To Conflict
86% Said eCourses Improved Performance
102 Learners Have Completed ALL Courses
2,800 have Completed at Least ONE Course
Performance
Management
(8)
Define
Your
Purpose
Unify Processes
Collaborate across
Functions
Know Your People
Getting Started
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