Key Requirements of Talent Management infrastructure

Transcription

1 Holis&c Talent Management: Managing The Employee Life Cycle STRATEGIC PLANNING OVERVIEW for profitably execu0ng best hire, reten0on and talent development JoAnn R. Corley Founder, CEO The Human Sphere A holis&c talent management consultancy

2 HolisNc Talent Management: Life Cycle of An Employee Sourcing Candidates SUCCESSION PLANNING - competency development - mentoring - behavioral assessments - coaching advanced leadership development PROMOTION - management/leadership competency development* - addi&onal competency development - pre- succession targe&ng - mentoring - training - behavioral assessments - coaching Coach- out Coach- up BEST HIRE BEST FIT - behavioral interviewing - emo&onal intelligence interviewing - behavior competency based - assessments - search pipeline APenNon to RetenNon Role, skill, knowledge evolu&on and/or &tle change What s in your Talent Management Toolkit to execute these map? Coach growth and con&nued engagement ONBOARDING Ramp up Training - job competency training - core competencies training* - cultural integra&on - mentors - establishing performance management framework - manager rapport, team integra&on TALENT DEVELOPMENT - management/leadership competency development* - professional development plans (PDP) - career development crea&ve career pathing - skills / capabili&es expansion - behavioral competency development - pre- promo&on planning - iden&fying high- poten&als - mentoring training coaching - behavioral assessments - complete 360 feedback - cross training job shadowing

3 Key EssenNal Employee Development & RetenNon Points in the Talent Management Infrastructure 1. Core employee competencies 2. Management competency development

4 EssenNal #1 *Individual Contributor Core Competency Training listed in Onboarding Sec&on Ramp Up Training What s this? We've come to the conclusion that there are in fact basic individual employee competencies that should be a fundamental part of any company's employee training/learning/development plan for every employee! what are they?

5 Here they are. h[ps://joanncorley.com/employee_competencies.html Learn why these 5 core topics were chosen click link above

6 These competency seminars can be packaged and branded as an internal professional development cernficanon program and used as a resource for development and reten&on. h[ps://joanncorley.com/employee_competencies.html

7 Essential #2 Management-Leadership Competency Development PT: A profitable talent management infrastructure, must include management/leadership training and development it s not an op0on! Our offerings

8 Op#on #1: A 12 week, unique virtual training and coaching intensive Learn More => h[p://

9 Op#on #2: Facilitated ExperienNal Training What s that? Format: It s a series of "learning/ coaching roundtables" conducted over a period of &me. The roundtable includes: learning specific- targeted informa&on, interac&ve conversa&ons relevant to real situa&ons, and a plan for change (a development plan) with accountability to ac0on and results. Conducted both in person and virtual can be used for any group a team, leadership group, board, etc. Learn more here h[ps://joanncorley.com/management_training.html

10 Here s where it s located on your Talent Management Map Could be here PT: If you re spending &me, a[en&on and money acquiring talent, but not training those who lead them to effec&vely manage them, in many cases you could be was&ng those resources!

11 Talent Management Insights ü Talent management is an integrated, collabora&ve prac&ce between all leaders, managers and human resource representa&ves. ü Talent management is employee engagement management. ü Effec&ve talent management includes construc&ve exit strategies (ways of coaching out or firing). ü Using soiware to support and facilitate talent management plans and processes helps to create talent management habits and a sense of responsibility and ownership among all stakeholder resul&ng in a talent management culture.

12 Talent Management Insights ü Effec&ve talent management includes having data that allows you to see your talent pool from a variety of perspec&ves. You can t manage what you don t measure and you can t manage what you can t see (your talent mgt. soiware and assessments should provide that). ü Includes reten&on strategies when promo&on is not an op&on. (e.g. different job &tles, expanded responsibili&es, crea&ve career pathing). ü Talent management involves mining talent which is the explora&on of interests and skills beyond a current job descrip&on. (We tend to see people based on their job descrip&on, not the scope of talent and capabili&es they may possess). ü Being an employer of choice = company branding is an element of the ability to a[ract talent.

13 Successful Talent Management Ques&ons Do people really want to work for my company: why or why not? Do people want to stay with my company?: why or why not? If why not - - what needs to be addressed? Answers to these quesnons, hold insight into the weakness in your talent management infrastructure. and can be addressed from the Talent Management Employee Life Cycle Map

14 Talent Management Toolkit Checklist Question: What tools and resources do I have and/or do I need to meet my talent management objec&ves? Learning - what do my employees need to learn more about? => knowledge => Learning Resources = topics & delivery methods (blended learning offerings, e.g. onsite, online, mobile, social, audio, video, virtual classroom) Development what skills do my employees need to develop? => skills development behavior competencies performance management => Development resources coaching, development plans, competency modeling Performance management practices => Performance management resources: process, coaching, tracking, documen&ng

15 Talent Management Toolkit Checklist Question: What tools and resources do I have and/or do I need to meet my talent management objec&ves? Feedback 360 tools - manager & peers, soiware for documen&ng Survey tools - e.g. employee survey Survey Monkey Assessments e.g. behavioral / personality (EEOC compliant), job specific, industry relevant Software Do I have soiware/technology that adequately helps me execute all the above? that provides repor&ng & data (e.g. talent management soiware, LMS, LRM) and there is one more

16 Talent Management Toolkit Checklist A must have in any toolkit is Leadership & Commitment Key leaders involved must see the value and have as part of their intrinsic values this That s why we call it holis&c because everyone is involved and it becomes part of the dna of an organiza&on. people management approach.

17 Contact Us To start a conversa&on about how you can definitely and substan&ally advance your business objec&ves through holis&c talent management call or JoAnn Corley We offer services reflected through- out the talent management map. EM: joann@thehumansphere.com PH:

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