As the pharmaceutical industry’s business model changes, talent and capability development become even more critical
Capability Development in Pharma FunctionsVisit www.talentguider.com to find out more
Key functions in pharmaceutical companies are facing internal and external challenges
Key functions require engaged and effective people
Expectations of the ‘lean
organisation’: fewer people,
higher complexity
Demand to be more from patient and customer centred
Unrelenting pressure to
demonstrate value of products
Need to retain and develop
talent
Changingbusiness models and customers
Pressure for rigorous
business and regulatory
compliance
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To address these challenges, TMOD, HR, as well as functional managers need to help shape the organisation, its processes and people
Innovative tools can beused to support the mission
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Enable clear governance, decision
making and compliance
Configure the optimal organisational
structures
Shape, harmonize & implement effective
processes
Focus on productivity,
efficiency and metrics
ProcessOrganisation
Harness cross-functional linkages
People
Roles, responsibilities
and career paths
Talent needs – current and
future
Recruit, retain, develop +
engagement
Skills, learning, development and
training
Internal andexternal pressure
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Capability and performance development is more than talent and training
Managing capability is a key challenge
Organisation People
Processes
Capability
Capability strategy
• Goals and objectives at organisational, functional, team and individual levels
• Driven and shaped by the direction and strategic imperatives of the business
• Action plan
Capability framework
• Incorporates:
• Competencies and experiences
• Talent and role development
• Career paths
• Learning needs and preferences
• Delivery platform and engagement tools
Engagement program – supporting program of activities to raise awareness, gain buy-in and improve access to capability resources
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Talent and capability development are strategic levers for competitive advantage
Generating benefits and managing risks
Talent and capability development can help to:Improve engagement and retention -through a visible commitment
Improve performance -ensuring people achieve their goals
Accelerate transformation -building confidence in change
Build new capabilities -aligned with your new business models
Talent and capability development manages business risk:Secures key stakeholder relationships -with trusted and skilled people
Retains critical skills -keeping motivated talent in-house
Supports the transformation process -by identifying strengths and weaknesses
Cascades internal knowledge -from the individual into networks
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Plan + Assess + Develop
TalentGuiderTM is a talent and capability development platform that helps you to assess and develop your employees and to efficiently plan your talent strategy
Plan
Potential
Capabilities
PerformanceRetention
Mobility
Risk Capabilityreadiness
Benchstrength
ProfessionalNetwork
Develop
Talent and capability strategy
Assess
Refine
Enables real-time reports and transparency
Can be implemented in departments, functions or enterprise-wide
Can be combined with other TD/TM, or LMS systems
Offers self-service and self-maintenance capabilities
Is available as Software-as-a-Service (SaaS) and Software-as-a-Product (SaaP)
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Optimised for desktop PCs, laptops, tablets and smartphonesBackwards compatibility to legacy browsers for easy deployment
Engaging, mobile, and fast
TalentGuiderTM has been designed from the ground up to be engaging, and to allow you and your team to quickly finalise assessment processes and collaborate – from your desk, or on the go
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Benefits to functional managers
Managers of teams gain the tools required to assess, plan, and implement talent and capability development strategies, whilst benefitting from deep team insights
Link talent development to training, learning and performance development
Engage, retain and develop key talent, knowledge and relationships
See gaps in competency and experience levels by function, role and team
Understand the talent pool: assess retention risk, mobility, performance and potential
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Gain insights on how individuals and teams measure up against role benchmarks
Benefits to employees
Employees benefit from a better understanding of development and career planning options, and the ability to connect with peers and mentors to help them reach goals more efficiently
Gain insights into development progress over time and identify development opportunities
Learn from others’ career stories and benefit from a more transparent progression
Explore possible career steps and plan learning and development accordingly
Collaborate with peers and mentors to reach goals more efficiently
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Solutions for every stage
Whatever the stage of your talent development strategy and supporting programmes, the TalentGuiderTM platform and its product families offers a solution to fits your needs
Map, create, visualise and communicate your talent development plan
Create talent development, capability development, and career development models and frameworks.
Allows for easy migration to TalentGuider Lite
Planner
Entry level product that supports competency assessments, job role comparisons and career discussions
Focus on engagement and personal discussions
Easy to deploy and maintain
Allows for easy migration to TalentGuider Professional
Basic level
Lite
AssessorComparatorPathfinderMy Academy
Enhanced talent, capability, and career development solution
Focus on engagement, L&D integration
Data collection and advanced analytics
Flexible integration scenarios (solution is available as SaaS1 or SaaP2)
Professional
1) Software as a Service, 2) Software as a Product
Multitude ofavailable products
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Planning level Advanced stage
The TalentGuider platform is modular and flexible
We understand that your requirements are unique: TalentGuiderTM is a modular platform that allows you to pick and choose the tools you need
360o 9-Box
Job rolecomparison
Benchmarking
Career path investigation
Capability assessment
Career aligned development planning
Development planning
Risk analysis
Profile search
Compliance
Real-time insights
Powerful reporting
Manager Central
ComparatorAssessor Pathfinder
Lite+Prof.
Lite+Prof.
Lite+Prof.
Prof. only
L&D/TMSintegration
Collaboration
Social learning on the job
My Academy
MyProjects
Lite+Prof
Prof. only
Prof. only
Prof. only
Organisational networking
Expert search
My Network
Prof. only
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The Assessor captures competency and experience1 proficiency levels. Assessments can be done in many ways that reflect the natural workflow
ModuleShow Case
1 | Capturing of experience levels is optional.
The Assessor provides a structured method for performing assessments and supports line managers and assessees in identifying their strengths and areas in need of development.
Assessment data can optionally be stored and used to track personal and/or team development over time.
Data can be used to support more targeted development plans and to power other modules (see Pathfinder for an example).
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The Pathfinder module allows employees to investigate potential career paths and to explore relevant development steps.
Competency (and experience) assessment data generated by the Assessor module can be used to generate more goal aligned and personalised development suggestions in the Pathfinder module.
Pathfinder can be used for simple as well as complex career pathing guidance.
The Pathfinder allows employees to investigate potential career paths and supports them in identifying and structuring their respective development needs
ModuleShow Case
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My Projects is a collaborative and socially-driven personal development platform that allows employees to learn on the job and gather valuable and specific feedback.
Development can be focused on competencies, experience and skills.
My Projects offers the advantage of feedback, generated by participants who were involved in the project themselves, enabling balanced insights on the performance and capabilities of the employee.
My Projects supports ‘on-the-job’ learning and development: employees can publish, search for, and participate in projects and gather valuable feedback
ModuleShow Case
A backlog and dashboard allows project participants to go back in time and revisit previous projects and feedback.
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The Manager Central gives functional and organisational managers access to capability and talent key performance indicators
The Dashboard gives you powerful insights into the capability readiness of your organisation, function, or team, allowing you to develop targeted capability development plans.1
Profile Search enables you to quickly find the right talent for the job or project, or to develop personalized talent development plans.
The Compliance section provides you with the tools necessary to automatically remind and monitor the uptake and completion of assessments.
The Manager Central is modular and can be expanded with additional insights gathered by optional modules, such as the 9-Box or My Projects.
1 | Analytics and reports can be customized to your needs.
ModuleShow Case
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Implementation of TalentGuiderTM in a US Pharmaceuticals affiliate has enabled deep talent development insights and strengthened L&D focusCase Study
Challenge
Approach
Benefit
Our client lacked any competency and experience model for its Global Marketing team. They wanted to gain deeper insights on the L&D needs of the team, and to track progress.
TalentGuider was configured to incorporate the competency and experience model. An engagement and communication piece pre- and post-launch ensured a high take-up and compliance rate.
With assessments available in a secure database, users could review their benchmark and discuss meaningful development options with their managers. The insights allowed management to define a more goal-aligned development plan and to close the identified capability gaps.
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Excerpt from dashboard generated by TalentGuider
Pope Woodhead offers a unique blend of consulting and informatics capabilities
With more than 30 years’ experience in consulting to the pharmaceutical industry, we have a deep understanding of the challenges our clients are facing
Activities
AreasCompetency
and Experience Modelling
Career Development
Learning and Development
Implementation and Engagement
Analytics and Interpretation
Building Capability and Talent Development
Data development
Competency and Experience framework
Role profiles
Assessment and planning tools
Career Development
Principles
Ownership
Development in role
Time in role
Career paths
Analysis to programme
delivery
Capabilityanalysis
Learningdiagnostic
Curriculumdesign
L&D framework
Communication and activities
Change plan and ambassadors
Access – web interface
Communications
Training
Measure
Bench strength
Succession gap analysis
Competencytrends
Risk assessment
Potential andperformance
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For more information or a product demonstration, please visit www.talentguider.com, or contact us directly via E-mail
We’re looking forward to hearing from you.
Markus MoravekProduct Manager and Consultant
Simon Shohet, PhDHead of Organisational Effectiveness
Ian WrathallSenior Consultant, Commercial Lead
Webwww.talentguider.comwww.popewoodhead.com
Phone+44-1480-300300
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