Strategic Human Capital Planning
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Transcript of Strategic Human Capital Planning
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Phoenix Strategic Performance
Aligning Human Capital with Strategy Making Human Capital a Strategic Initiative
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Joanne T. Flynn
Since 1989, Joanne Flynn has led the consulting practice of Phoenix Group International. Her area of expertise is in the global Financial Services industry. From an independent vantage point, Joanne worked with organizations as they faced global growth and competitive challenges. She worked with her clients on being both externally focused and internally responsive. With her unique background, she aligns competitive business development efforts with related internal organizational leadership challenges. With the benefit of her career-long focus, Joanne contributes the unique insight of aligning strategy to internal organizational structure and process.
Joanne is experienced in all aspects of organizational development and training on a global level. Her consulting engagements have included the design and delivery of training and development programs on the topics of strategic leadership, business development, client account management, strategic selling, management development, and executive coaching. Her consulting clients range from global investment banks to small private equity / venture capital firms.
Joanne previously was the Vice President and Director of Global Training and Development at Goldman Sachs for nine years. At Goldman Sachs, Joanne implemented programs to improve the organizational effectiveness of business units, most notably investment banking, equities, fixed income and operations.
Joanne began her career at Prudential Insurance and Macmillan Publishing.
Joanne holds a Master of Arts degree in Business Management from the University of Oklahoma. In addition, she holds a double degree major in History and German from the College of St. Elizabeth, as well as certificates from a variety of leading universities and professional training and development organizations.
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The Current Global Business Trends 2014
27% of CEO’s say they lose sleep over human capital Fortune
According to PE surveys – 85% of their time is spent on people issues. There is a crisis in leadership – creating organizational permafrost Phoenix Strategic Performance
60% of employees are disengaged Towers Watson – Global Employment Study 2014
50% of Small Businesses Fail within the first 5 years Geri Stengel – Ventureneer
On the Values – Productivity Matrix - Too much time , over 60%, is spent tolerating either low or disengaged performers Jana Matthews – Kaufman Institute
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What Leaders Are Saying: 2014
“I am so busy, I don’t have time to delegate”
“I don’t have anyone I can delegate to”
“Everyone is so busy, I can’t ask them to do more work”
“Everyone is busy, but I am not quite sure doing what?”
“I would rather have 50% of someone, than 100% of no one – so I will be happy with 50%”
“I need more headcount”
“I don’t have anyone who can think”
“No one is accountable for anything, anymore”
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The Current Dilemma: 2014 In the past 30 years
The issues haven’t changed But the extent of the problem has gotten worse!
The question? So what do we do?
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Value Proposition
The best strategy can fail at implementation without a human capital strategy supporting it
Paradigms Blocking People from Achieving Strategic Initiatives People are smart and people are busy……of course they are aligned with and
working toward key strategic initiatives
All our people are always working at their highest potential
People are our most important asset. Good people will always rise to the top
How Can You Solve These Issues?
Implement business discipline for human capital planning & development with an assessment-based solution to continuously and strategically align people to business strategy and objectives
Making Human Capital a Strategic Initiative
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Results
Increase the ROI of your people investment – unlock your human capital potential
Deliver stronger results by improving your people’s performance through organizational alignment
Forecast current and future people potential & capacity to keep pace with strategic business objectives
Through the Phoenix Strategic Performance (PSP) System, create a sustainable, governance process to ensure continuous alignment to tie people’s performance to strategy
Value Proposition
Making Human Capital a Strategic Initiative
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Value Proposition
Our PSP System, a proprietary organizational assessment model and data platform, provides ‘big data’ insights to:
Assess people on current and trending competency criteria Forecast current and future people potential and capacity to
pace with strategic business objectives
To increase the ROI of your people investment, our strategically-driven, vertically-aligned business model works to:
Unlock the performance potential of people Mitigate people risk Close the performance accountability loop
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance System
Delivering Human Capital Value
Current people analysis
Gap analysis and workforce planning
Targeted and aligned employee development plans
Targeted and aligned learning and development
A governance process to ensure accountability and sustainability
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance System
Role & Competency Benchmark
People Assessment
Reporting & GAP Analysis
Workforce Planning
Development & Action
Plans
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance System
Part 1 - 3-Filter Funnel Assessment
Diagnostic
Part 2 - Organizational Agility Assessment Results
Reporting, Analytics & Gap Analysis
Part 3 - Workforce Planning, Development and Governance
Making Human Capital a Strategic Initiative
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Phoenix Strategic Assessment System 3-Filter Funnel Assessment – Diagnostic Part 1
3-Filter Funnel Organizational Assessment Model Diagnostic
Filter 1 - Role Clarity Filter 2 - Competency Assessment Filter 3 - People Style
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance System3-Filter Funnel Assessment – Diagnostic Part 1
3-FILTER FUNNEL ASSESSMENT - DIAGNOSTIC
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemOrganizational Assessment Model Part 1
Organizational Assessment Model
Strategy
Organization Role Clarity Competencies Assessments Plans
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemOrganizational Assessment Model - CulturePart 1
Organizational Assessment Model – Culture
Strategy
Organization Role Clarity Competencies Assessments Plans + Culture
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemRole Clarity Part 1
Funnel Filter 1: Role Clarity
Strategy
Role Clarity Leader Role
Knowledge Role
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemCompetency AssessmentPart 1
Funnel Filter 2: Competency Assessment
Strategy
Phoenix Factors
Knowledgeable Accountable and Engaged to Deliver Confident
Making Human Capital a Strategic Initiative
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• Knowledgeable• Hard Skills• Soft Skills
Accountable & Engaged to Deliver
• Internally Responsive
• Externally Focused
• Confident
Phoenix Strategic Assessment System
Competency Assessment - Funnel Factors
• 100% Highest Caliber
• 100% Sustainable, Consistent & Repeatable
• NOW
• Routine Task• Trending
• Non-Routine Task• Trending
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemPeople Style Part 1
Funnel Filter 3: People Style – DISC Profile
Strategy
DiSC®
D – Dominant
I – Influencer
S – Steadiness
C – Conscientious
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance Assessment Filter Funnel Diagnostic SummaryPart 1
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Phoenix Strategic Assessment SystemOrganizational Agility Assessment Results Part 2
Organizational Agility Assessment ResultsReporting, Analytics and Gap Analysis
Phoenix Matrix Report Heat Map Phoenix Competency Report – Gap Analysis Phoenix Competency Report
Routine & Non-Routine - Gap Analysis
Making Human Capital a Strategic Initiative
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Phoenix Strategic Performance SystemGap Analysis and Workforce Planning Part 3
Workforce Planning, Development and Governance Gap Analysis Development Plans and Actions Targeted Learning and Development Coaching and Mentoring Governance Accountability Process
Making Human Capital a Strategic Initiative
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Questions?
Joanne FlynnPhoenix Strategic Performance
www.phoenixstrategicperformance.comjflynn@phoenixstrategicperformance.co
m
Making Human Capital a Strategic Initiative