CAPITALIZING ON YOUR AGENCY’S TALENT
David WilkinsVice President, Taleo Research
AGENDA
Why does Talent matter?
What do organizations know about Talent?
Why does Workforce Visibility matter to government agencies?
› Rebalancing the workforce
› Retirement planning
› Succession for critical roles
TA L E N T I N T E L L I G E N C E
INFORMATION
TA L E N T I N T E L L I G E N C E
INFORMATION
SPEED OF CHANGE
SKILL GAP
TIME
RECESSION
REACTION
RECOVERY
SPEED OF CHANGE
SKILL GAP
TIME
BOOMERS
REACTION
CULTURECHANGE
SPEED OF CHANGE
SKILL GAP
TIME
DISASTER
REACTION
PROCESSCHANGE
TECHNOLOGY
DISASTER
CULTURECHANGE
BOOMERS
SPEED OF CHANGE
SKILL GAP
TIME
RECESSION
REACTION
RECOVERY
OUR PERSPECTIVE
Individuals are more personally empowered
Competition for the right talent will be fierce
Know what you have, anticipate what you’ll need
Knowledge needs to be in the hands of everyone
?
WE KNOW SO LITTLE ABOUT PEOPLE
TA L E N T I N T E L L I G E N C E
WE KNOW SO LITTLE ABOUT PEOPLE
TA L E N T I N T E L L I G E N C E
Taleo Research on Workforce Visibility
ORGANIZATIONAL TALENT INTELLIGENCE
Performance Plans Aligned to Goals
Succession Bench Strength
Top Performers NOT on succession plans
Risk of loss for critical employees/positions
Top performers with NO career path
Competency/skills gap analysis
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Important or Very Important Access to Reliable Data
Source: US Talent Intelligence Survey, Taleo Research and HCI, 2010
ORGANIZATIONAL TALENT INTELLIGENCE
Performance Plans Aligned to Goals
Succession Bench Strength
Top Performers NOT on succession plans
Risk of loss for critical employees/positions
Top performers with NO career path
Competency/skills gap analysis
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Important or Very Important Access to Reliable Data
Source: US Talent Intelligence Survey, Taleo Research and HCI, 2010
<25% HAVE ACCESS TO PEOPLE INSIGHTS
MOST ORGANIZATIONS LACK KEY INFO ON EMPLOYEESWHEN THEY HAVE IT, MANAGERS DON’T
ORGANIZATIONAL TALENT INTELLIGENCE
Performance Plans Aligned to Goals
Succession Bench Strength
Top Performers NOT on succession plans
Risk of loss for critical employees/positions
Top performers with NO career path
Competency/skills gap analysis
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Important or Very Important Access to Reliable Data
Source: US Talent Intelligence Survey, Taleo Research and HCI, 2010
23% HAVE VISIBILITY INTO CAREER PATHS
FOR TOP PERFORMERS
ORGANIZATIONAL TALENT INTELLIGENCE
Performance Plans Aligned to Goals
Succession Bench Strength
Top Performers NOT on succession plans
Risk of loss for critical employees/positions
Top performers with NO career path
Competency/skills gap analysis
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Important or Very Important Access to Reliable Data
Source: US Talent Intelligence Survey, Taleo Research and HCI, 2010
29% HAVE VISIBILITY INTO SUCCESSION PLANS
FOR TOP PERFORMERS
ORGANIZATIONAL TALENT INTELLIGENCE
Performance Plans Aligned to Goals
Succession Bench Strength
Top Performers NOT on succession plans
Risk of loss for critical employees/positions
Top performers with NO career path
Competency/skills gap analysis
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Important or Very Important Access to Reliable Data
Source: US Talent Intelligence Survey, Taleo Research and HCI, 2010
23% HAVE VISIBILITY INTO FLIGHT RISK
IN CRITICAL ROLES
The Workforce Visibility Imperative for Government Agencies
POLL: WHAT IS YOUR AGENCY’S BIGGEST BARRIER TO HAVING A CLEAR VIEW OF TALENT?
›A. Disparate systems that track employee data
›B. Manual processes to collect and aggregate data
›C. Incomplete data to make decisions
›D. Out-of-date data
›E. Other
THE NEED FOR DATA-DRIVEN DECISIONS
Workforce Visibility
Rebalancing the
Workforce
Mission-Critical
Occupations
Retirement and
Replacement Planning
BARRIERS TO SUCCESS
Timely and intuitive
Wrong data
silosspreadsheets
No additional steps
SPREADSHEETS & HUMAN CAPITAL MANAGEMENT
75% of organizations use spreadsheets for some aspect of talent mgmt.
61% find errors in spreadsheets 37% of orgs incorrect performance reviews
72% don’t use spreadsheet auditing software
Of those that do, 83% find errors at least occasionally
Spreadsheets = error rates (43%)Non-spreadsheet solutions = (1%)
Source: Ventana Research – Benchmark Research: Managing Performance To Motivate Talent.
Using Data to SolveHuman Capital Challenges
REQUIREMENTS FOR WORKFORCE VISIBILITY
›Complete and Comprehensive Information
› Competencies
› Certifications
› Job position, function
› Employment History
› Risk of Loss
› Preferences
› …
›Current Information
›Easily Accessible Information
TALENT INTELLIGENCE TO REBALANCE THE WORKFORCE
• Number and distribution of contractors?• Where is there overlap?• What is the ratio of managers to workforce?
Mix and Structure
• What skills do employees have?• What skills do they lack?• In which locations or departments?• Do we have the right development programs?
Qualified Organic
Workforce
• Where are contracting dollars best spent?• Do we have enough of the skill sets in place to
manage acquisition programs and contractors?
Managing Contractors
TALENT INTELLIGENCE FOR MISSION-CRITICAL OCCUPATIONS AND SKILLS
• Positions by pay/grade and geography• Length of service• Retirement eligibility
Overall Workforce
Profile
• Current: What is the gap between available and needed skills?
• Future: What skills do we risk losing to retirement or separation?
Identify Skill Gaps
• What development programs do we need?• Who should participate in these programs?• What skills need to be brought in through
potential hiring?Fill Skill Gaps
TALENT INTELLIGENCE FOR RETIREMENT AND WORKFORCE PLANNING
Overall Workforce
Retirement Eligible
TALENT INTELLIGENCE FOR RETIREMENT AND WORKFORCE PLANNING
How many?When?
What skills, knowledge?
Overall Workforce
Retirement Eligible
TALENT INTELLIGENCE FOR RETIREMENT AND WORKFORCE PLANNING
What development programs do we need?
What changes to hiring?
Overall Workforce
Retirement Eligible
How many?When?
What skills, knowledge?
TALENT INTELLIGENCE FOR RETIREMENT AND WORKFORCE PLANNING
Are we ramping skills in the rest of the
workforce?
Overall Workforce
Retirement Eligible
How many?When?
What skills, knowledge?
What development programs do we need?
What changes to hiring?
Taleo’s Vision for Workforce Visibility
TA L E N T I N T E L L I G E N C E
UNLOCKING THE POWER OF PEOPLE
ORGANIZATIONALPERFORMANCE
TALENT INTELLIGENCE
SUMMARY
Talent is a key driver of org success
Most orgs know more about their laptops
Key agency challenges require Talent Intelligence:
› Rebalancing the workforce
› Retirement planning
› Succession for critical roles
›Talent Intelligence is about:
› Data capture to create a complete employee profile
› Insights to connect the dots across data elements
› Decision support to improve management of talent
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