Presentation Tms Webinar V08

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MAXIMIZING HUMAN CAPITAL INVESTMENT

Practical guidelines on implementing a TMS

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AGENDA

1. Benefits of implementing a Talent Management System

2. Best practices around Talent Management Systems

3. Where to from here: 10 Steps to Implementing a TMS

4. Special Offer


GUIDING PRINCIPLE

Measurement=

Management


Importance of Real-Time Measurement

Real Time Measurement of People Metrics



Pro-active management of People Metrics




Pro-active management of People Metrics


Improved Organizational

Metrics


DOES IT WORK?

CedarCreststone 13th Annual HR Systems in Canada. Survey 2009/10

Businesses using a TMS / HR automation

Businesses NOT using TMS / HR automation

Net income growth 48% 11%

Sales per employee $517,000 $395,000


HOW IS IT DONE?

• Talent management is not “easy” to get right

• Finesse and insight required, but basic principles apply

• WHERE TO START?


BASIC PRINCIPLES

Organizational Strategy

People Strategies

Manpower planning, recruitment, on-boarding, performance, compensation, learning, mentoring, career development, succession, off-boarding.

Supported, held together, institutionalized by a Talent Management System


WHAT A TMS IS NOT

• “Silver bullet”

• A quick and simple solution to all people-related problems

• Medium of command

• Social forum


WHAT IS A TALENT MANAGEMENT SYSTEM

• Next-generation of traditional Human Resource Management Systems (HRMS)

• HRMS:

– Transaction processing

– Administration of basic human resources processes(personnel administration, payroll, time management)

• TMS

– Leverages information on HRMS

– Combines into advanced functionalities

– Assist in strategic business decision making


TMS BEST PRACTICE

A great TMS will be:

• User-friendly – Customizable to your needs

• On one platform, hosted, SaaS model, in the cloud

• Affordable, secure, comprehensive, scalable

• Supported by outstanding vendor team

• Supportive of all your talent management initiatives

• Advanced in its analytics to provide the right information at the right time to make the best business decision

• Directly linked to improvements in your bottom line


WHERE TO FROM HERE?

1. Make a decision based ROI in terms of costs saved and efficiencies gained

2. Educate yourself

3. Identify and retain appropriate new system

4. Partner with a Subject Matter Expert

5. Thorough analysis of your current systems

6. Defining the desired outcome

7. Mapping the gap

8. Implement

9. Change Management

10. Training


1. Make a decision based ROI in terms of costs saved and efficiencies gained

Add the following factors

- Cost of HR Inefficiencies:

- Cost of mistakes, waste

- Cost of time for each HR process

- Cost of low productivity

- Cost of staff turnover

- Project a 5% improvement (conservatively)

- Compare to

- Cost of TMS implementation – implementations fee

- Cost of TMS – monthly subscription fee


2. Educate yourself

1. Attend webinars

2. Attend seminars

3. Internet searches

4. Read and research

5. Speak to Subject Matter Experts


3. Identify and retain appropriate new system

Vendor HRIS ATS Perf. Mgt Payroll Self-service $ - implement $ - monthly $ - maint.


4. Partner with a Subject Matter Expert

Evaluate your SME along the following criteria:

- Number of years of experience with HRIS’s

- Number of years of experience in the HR space

- Analytical competence (ability to map systems and processes, identify gaps and suggest solutions)

- Number of implementations

- Scope of implementations

- Client testimonials


5. Thorough analysis of your current systems

Evaluate data and process flow in

- Recruitment & selection

- Onboarding

- Orientation

- Performance management

- Salary & Benefits

- Career development

- Succession planning

- Official communication


6. Define Desired Outcome

Together with the SME, map desired processes around

- Recruitment & selection (ATS)

- Onboarding & managing employee data (HRIS)

- Orientation (LMS / LCS)

- Performance management (TMS)

- Salary & Benefits (Payroll)

- Career development (TMS)

- Succession planning (TMS)

- Official communication (Intranet)

- Levels of authority (security / admin settings)


7. Mapping the gap

Example:

Item As-is To-be

Performance Review

Annual review meeting to be held between employee and manager

Annual review meeting to be held between employee and manager

Data (scores & development plans) captured by manager onto Excel

At meeting, information captured online, together with development plan and follow-ups

Excel emailed to HR dept. System tracks status, sends reminders

HR to save into employee file

HR to diarize follow-ups onto Outlook

Outlook follow-ups emailed to manager

HR to follow-up status and completion, log on Excel


8. Implement

Together with your SME

1. Create project plan including

1. Timelines (what-by-when)

2. Resource allocation (by-whom)

3. Communication / feedback strategy

2. Regular project review meetings, corrective actions


9. Change Management

1. Clear communication to all stakeholder re. need for new system and anticipated benefits

2. Dealing with stakeholder concerns

3. Senior leadership to champion the change and become early adopters

4. Incentive, reward and penalty system in place to promote compliance


10.Training

1. Create and rollout up skilling programme

2. Best accomplished in small groups

3. Web-based if possible

4. Vendor to provide sufficient hours of on-site or telephonic support


Q & A


SPECIAL OFFER

Carola Moore

416 216 [email protected]

Let a Drake TMS expert

map out your path ahead!

OBLIGATION FREE!!

Presentation Tms Webinar V08

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