1. Talent Management

2. Agenda What is Talent Management? Why create a Talent Management process? How do you create a Talent Management process? Ten guiding principles from the trenches Associate/employee lifecycle and technical work The role of technology Understanding resistance and change managementTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 2 3. How do you defineTalent Management?Talent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 3 4. What is Talent Management? Defined strategy with clear objectives Integrates all components of the associate/employee lifecycle Based on measurable criteria Focused on differentiation of talent and differential investment Enables critical decision-making Strategy that is integrated across the associate/employee lifecycle by using common measurable criteria that allows for the differentiation of talent and enables critical decision-makingTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 4 5. Why Create a Talent Management Process? Improves overall organization performance Up to as much as 15.4% advantage in shareholder return(CLC, 2007) Improved associate/employee performance by 50% (CLC,2007) Remain competitive Company flexibility/agility Retention Attraction Gives HR the credibility to influence talent decisions Allows for differential investment in talentTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 5 6. How Do You Create a Talent Management Process? Ten Guiding Principles from the Trenches 1. Create a powerful achievable business case Start at the end What problem are you solving for? Describe what success will look like from multipleperspectives 1. Assess Readiness/Org. Diagnosis Let the business tell you what they think Build relationships with the business Assess your risks and de-railers Figure out what the culture will support Categorize your executive committee Get your house in orderTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 6 7. How Do You Create a Talent Management Process?Ten Guiding Principles from the Trenches 3. Determine your core project team Incorporate the business 4. Create the value proposition by connecting TalentManagement to business needs Be empathetic and think like the business 5. Find a Champion outside of HR 6. Stack the deck in your favor Rollout to the groups/clients where success is most likely Dont worry about rolling out to everyone in the beginningTalent ManagementCopyright 2007 People Talent Solutions Corporation. All rights reserved. 7 8. How Do You Create a Talent Management Process?Ten Guiding Principles from the Trenches 7. Support the process and anticipate questions/concerns 8. Evaluate the process and communicate short-termwins and success stories 8. Avoid trying to do too much too fast 10. One size does not fit allTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 8 9. How Do You Create a Talent Management Process?Associate/Employee Lifecycle and Technical Work Recruitment & Selection ExitOn Boarding Performance Management Succession Employee & Planning & Rewards & RecognitionLeadership Career DevelopmentDevelopment Compensation/ Total RewardsTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 9 10. How Do You Create a Talent Management Process?Associate/Employee Lifecycle and Technical Work Important levers Recruiting & Selection Gateway to the organization Right people, right roles Critical mass Performance Management Needs to be focused on the right criteria Needs to have proper balance of objective andbehavioral dimensions Needs to differentiate Needs to focus on current in-job performanceTalent ManagementCopyright 2007 People Talent Solutions Corporation. All rights reserved. 10 11. How Do You Create a Talent Management Process? Associate/Employee Lifecycle and Technical Work The importance of criteria Foundation that drives Talent Management Differential investment Knowledge, skills, abilities and other factors that can bemeasured Semi subjective competencies Objective SMART goals Select, train and assess performance on the same set ofcriteriaTalent ManagementCopyright 2007 People Talent Solutions Corporation. All rights reserved. 11 12. How Do You Create a Talent Management Process?The Role of Technology Technology is not a panacea! Technology should not dictate your process your processshould dictate the technology Beware of off-the-shelf competency models Technology should be the last component of a TalentManagement project not the first Talent Management is about the people not the technology Ease of use Scalability Build or buyTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 12 13. Understanding Resistance and Change Management I dont understand factor Ignoring requests Constant rescheduling of meetings Tenure and entitlement factor Reactions to loss of power Negative comments/behaviorsTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 13 14. Understanding Resistance and Change Management Feigning surprise Pedal to metal resistance I wont do this! Inability to make a decision This is an HR thing - you do it Alliance building Significant, powerful influencer that actively works againstyouTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 14 15. Understanding Resistance and Change Management Strategies for addressing resistance Communicate often about the process Involve associates/employees, especially when establishingcriteria Establish rewards and consequences Identify a Champion outside of HR Establish ground rules/determine recourse Link key components of the Talent Management process torewards and recognition, bonus or incentive pay Communicate rewards and consequencesTalent ManagementCopyright 2007 People Talent Solutions Corporation. All rights reserved. 15 16. Understanding Resistance and Change Management Create communications in the voice of the client dontdeliver the message for them Talking points Outline discussion points Make sure your change management plan is incorporatedinto the overall project planTalent ManagementCopyright 2007 People Talent Solutions Corporation. All rights reserved. 16 17. Talent Blueprint Software Talent Blueprint is designed to answer the question What is the state of talent inthe organization? Do you know which jobs in your company dont have a talent pool? What percentage of your workforce will be retiring in the next five years? Which critical employees in your organization are retention risks? When executives ask what the state of talent is in the organization do you know? Its designed to answer the above questions Right Now! not in days, weeks ormonths make better decisions faster Specifically designed for Human Resources teams of up to 20 people that arefocused on succession planning and talent management Track all of your critical employee talent and high impact positions Simple and intuitive, with powerful features and the analytics every HR team needsto manage talent effectivelyTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 17 18. Talent Blueprint SoftwareWant to see Talent Blueprint in actionCheck out our demo on LinkedIn at http://www.linkedin.com/company/people-talent-solutions-inc-/products?trk=tabs_biz_proOur website at http://peopletalentsolutions.com/solutions/talent-management-software/Or schedule a demoBetter yet try it free for 30-days.Talent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 18 19. Contact Information Contact People Talent Solutions, Inc. 562-706-5683 www.peopletalentsolutions.comTalent Management Copyright 2007 People Talent Solutions Corporation. All rights reserved. 19