TDRp Implementation Challenges

David Vance, Executive DirectorPeggy Parskey, Assistant Director

October 23, 2014

Today’s Discussion 2

Talent Development Reporting principles • CTR

Overview of the ten steps to successful implementation (15 min)

Your issues (15 min)

Break out into groups (15 min)

Report out (15 min)

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Ten Steps to Successful Implementation

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4Ten Steps to Implement TDRp

1. Socialize TDRp concepts

2. Commit to implement

3. Engage a guiding team

4. Develop a multi-year plan

5. Develop measures library

6. Identify business goals

7. Identify efficiency &

effectiveness goals

8. Create draft statements &

reports

9. Manage results to plan; conduct monthly reviews

10. Review & improve TDRp

processes

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Goal: sponsor commitment to success

Goal: awareness & understanding

Goal: resources to drive & support implementation

Goal: clear expectations about timelines

Goal: defined set of measures to be managed

Goal: clarity on the business goals

Goal: clarity on departmental goals

Goal: demonstrate TDRp outputs

Goal: run HR like a business

Goal: continuous improvement

5Steps 1,2:Socialize and CommitCreate a Sense of Urgency

• Risks of doing nothing?» Lack a holistic view of HR’s

performance

» Lack information to prioritize investment decisions and funding allocation

» Lack a systematic approach to improving training results

» Lower impact on business outcomes

» Continue to be viewed as a cost center and will be subject to ongoing cost cutting

• Opportunity if you act?» Build collaborative partnerships with

the business

» Focus on the most critical priorities, drives application and produces measureable results

» Will run talent like business - An annual business plan

- Agreed upon measures

- Goals and performance targets

» Systematically improve results and impact on business outcomes

» Will have the data, tools and methods to communicate its value to the business

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6Steps 3,4: Engage a Guiding Team and Create a Multi-year Plan

• Engage a guiding team» You will need help!

» Make sure key players and functions are engaged

» Really needs to be owned by the department head

• Create a multi-year plan» Cannot be done in one year!!

» Pace yourself. Don’t create unrealistic expectations

» Start small and grow the effort- Consider a pilot or start in one unit

- Gather data manually to start if need be – don’t wait for automation

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Step 5 & 6: Develop Measures Library & Establish Outcome Goals

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• Measures Library» Identify business goals

» Interview other key sponsors and stakeholders

» Decide on effectiveness and efficiency measures

» Develop a draft measures library, socialize, finalize

• Goal Setting» Meet with Sponsors for

strategic initiatives

» Agree on Talent’s contribution to the Outcomes

» For other initiatives, establish the expected impact (plan)

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Step 7: Identify Effectiveness and Efficiency Goals

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• For all initiatives, establish goals (or plan) for the effectiveness and efficiency measures

• Examples » L&D- Effectiveness: 80% for level 1, 90%

for level 2, and 70% for level 3

- Efficiency: Number of participants, completion dates, costs

» Talent Acquisition- Effectiveness: Quality of hire,

% of acceptances to offers

- Efficiency: Time to hire, # of candidates per open requisition

9Step 8: Create Draft Statements and Reports

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• Start with the statements» In practice, all three are usually

started simultaneously

» Outcome statement will likely take the longest

» Focus on just the most important company goals and on just the most important effectiveness and efficiency measures

• Then move to the reports» Summary just pulls the key measures

(maybe all in the beginning) from the three statements

» Operations just pulls key measures (maybe all in the beginning) from the efficiency and effectiveness statements

» Program will be the hardest since it has more detail

10Step 9: Manage Results to Plan; Conduct Sponsor and Stakeholder Reviews

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• Disciplined execution by the department head is key here» The measures are the means

to the end – not the end

» The end is managing talent like a business

» Dedicated, monthly meetings are recommended where the department head reviews progress with direct reports

• Results should also be reviewed with the sponsor and stakeholders at least quarterly if not monthly

11Step 10: Review and Improve

• TDRp is a journey.

• You will learn every year how to be better

• Your company’s goals will change and so will some of the effectiveness and efficiency measures

• Your data, systems and processes will improve every year

• Beware of too many measures and too much data

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12Beyond Step 10: Expand and Integrate into Business Processes

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• Processes» Monthly reporting and review

processes

» Annual business planning process (function or company)

• Systems» HRIS

» Financial systems

» Learning management system

» Measurement & evaluation system

» Employee opinion survey system

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13Adopting TDRp: Start From Where You Are

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1. Use TDRp for its library of measures and definitions

7. Use the principles and reports of TDRp to run L&D and HR like a business

2. Adopt the framework of outcome, effectiveness, and efficiency measures

3. Create effectiveness and efficiency statements with actual results and no plan

4. Add a plan column to your effectiveness & efficiency statements

5. Create an outcome statement with input from senior leaders

6. Create one, two or all three of the reports

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