Unifying Talent Management. Harnessing the Power of Workforce Intelligence in Talent Planning to Drive Business Performance

Unifying Talent Management. Introductions Carl Kutsmode Partner at talentRISE  Talent Management and Recruiting Solutions Consulting firm  HRSmart Professional Services Solutions Partner  Help employers align and optimize their talent related practices, systems and processes to achieve changing business performance objectives.  Assess current state gaps, opportunities and talent or compliance risks  Implement solutions to streamline costs and improve bottom line business results through talent  Assess & Align Business and Talent Strategies  Optimize Talent Systems & Processes  Enable our Clients to Recruit Top Talent Faster 2

Unifying Talent Management. “Today’s GOAL is to QUANTIFY a company’s FINANCIAL results as a “Return on People-Related Expenditures” and then to express a company’s value as a measure of employee productivity” 3 Source CFO Magazine Nov 2011 – Power from the people 3

Unifying Talent Management. Future Trends: Changes in Overall Talent Mgmt CEO Priorities in 2011/2012 Source: Deloitte - Talent Edge 2020: Blueprints for the new normal (December 2010) Greatest Shift in Focus is On: 1.Performance Management 2.Emerging Leaders 3.High Potential Employee Development 4.Experienced Hiring 5.Workforce Planning 6.Retention of Employees with Critical Skills 7.Talent Assessment 8.Senior Leader Development 9.Campus / College Hiring 10.Benefits to attract / retain talent 4

Unifying Talent Management Shift in CEO Talent Management Strategy Focus & Investment Top Focus Areas:  Talent Operations & Technology  Social Media Collaboration / Relationships  Global Diversity  Global Mobility Strategies  Accelerated Leadership Devmt Source: Deloitte - Talent Edge 2020: Blueprints for the new normal (December 2010) 5

Unifying Talent Management. Our View of Talent Planning & Management Talent Identification Core leadership competencies Talent Assessment & Selection methods Succession Planning Workforce planning Talent Supply/Demand Talent Gap / Risk Analysis Aging Workforce Analysis Workforce Diversity Talent Management Performance management Leadership SKILLS Training Leadership development programs Career Development & planning Talent Pipeline Mgmt Talent Retention Turnover Analysis Early warning systems Retention planning Employee Engagement Market Competitiveness (Comp, Benes, Benchmarking) Three Buckets of Workforce Data 6

Unifying Talent Management. Questions To Be Answered 7 Where do you keep data related to each of these talent programs and are the systems integrated? How can analysis of this data help you recruit, manage, develop and retain top talent? How do you use this data to mitigate and reduce talent AND business RISK? What data is most important in regular business & talent planning to improve or achieve bottom line performance goals?

Unifying Talent Management. Separate Talent Systems Model Unified System Model Team Review & Revise a Consolidated Report Combine Edits into Final Version For Mgmt Reporting, Analysis and Distribution Track and Logs Data / Creates Content Independently and enters data into separate, non-integrated systems Data is extracted and merged manually for reporting & analysis Hiring manager enters employee performance review data into system Employee career development data is entered into the system Recruiting data entered into system Managers accesses unified Metrics Dashboard Reports from a single system to view Real-Time employee metrics, data trends etc Q1: Where is your Data and how often do you analyze it for trends? 8

Unifying Talent Management. Unified Talent Dashboards / HRSmart Recruiting Activity Metrics Compliance Reporting New Hire On-boarding Performance Mgmt Skills Development Competency Gap Assessment Succession Planning / 9 Box Bench Strength Learning Mgmt Retention Planning 9 Recruiting Efficiency Ratios Bench Strength Recruiting Activity Metrics Succession Management Career Planning & Devmt

Unifying Talent Management. Competency Development & Team Fit 10

Unifying Talent Management.  Q: How can analysis of HR or Talent related data be used in strategic business and talent planning to improve bottom line business performance, workforce productivity and ultimately, financial results? 11

Unifying Talent Management. Measuring Workforce Productivity Financial Impact Source CFO Magazine Nov 2011 – Power from the people Expressing Workforce Productivity in terms of Revenue Generated Per Employee 12

Unifying Talent Management. Measuring Talent Management FINANCIAL Impact on the Total Organization Source CFO Magazine Nov 2011 – Power from the People Measuring TRUE Turnover Costs and Improving Top Performer Retention are key metrics to track and analyze 13

Unifying Talent Management.  Q: How is HR or Talent related data used to mitigate, predict and manage business or talent related RISKS in your organizations? 14

Unifying Talent Management. Leveraging Workforce Intelligence Tools for Talent Risk Assessment and Workforce Planning 15

Unifying Talent Management. Example: Aging Workforce Demographic Trends Analysis 7.1% expected in the next 1 year 7.7% expected to retire in the next 2 years 8.9% expected to retire in the next 3 years Impacts decisions related to early retirement benefits, leadership succession & development, college recruitment and retention / transition planning of key talent 16

Unifying Talent Management. Example: Workforce Diversity Analysis 17 Impacts decisions related to compliance risk, college recruitment, leadership succession planning and external recruitment for key roles

Unifying Talent Management. Example of Revenue Risk Analysis Related to Identified Workforce Planning Gaps True Vacancy Costs + Time to Fill –Impact on Productivity + Turnover Costs 18

Unifying Talent Management.  Q: How is HR or Talent related data used to help you Recruit and/or Retain Top Talent in your organizations? 19

Unifying Talent Management. Example: Talent Supply / Demand Analysis Central NJ ( Trenton-Ewing-Princeton) Can impact new office location decisions, recruiting costs and sourcing strategies and tactics 20

Unifying Talent Management. Example: Executive Recruiter Performance Metrics 21 Customer Service Business Results Core Values Employee Goals

Unifying Talent Management. Example: Succession Pool Health Analysis 22 When evaluating your leadership or critical skill succession talent pool health, age demographics and turnover trends can identify significant opportunities that impact: Internal leadership development programming External and internal recruiting strategies Employee engagement strategies

Unifying Talent Management. 3 Steps To Improving Bottom Line Profitability Through Talent  Starting Point: Conduct an initial assessment of your talent related systems and practices compared to leading practices to understand your current state and establish realistic goals for improvement  Invest in optimizing your talent management systems and processes to enable you to easily access and analyze talent data regularly through a centralized “Talent Metrics Dashboard”  Re-align role accountabilities, performance measures and incentives of your management team to focus your entire organization on talent quality, performance and retention. 23

Unifying Talent Management. Questions? 24

Unifying Talent Management. Self Assessment Rating Rating (10 = Best Practice Exists) How would you rate your organization’s ability to track, analyze and conduct effective talent planning? 1.Your systems are unified and we have real-time access to talent metrics dashboards and reports 2.You track and report the financial impact on the business of our talent related decisions 3.You regularly assess our talent risks through a formal analysis of talent related trend data 4.You strategically use talent supply/demand and other workforce data to make strategic decisions that impact recruiting or retention of top talent 25

Unifying Talent Management. Thank You for Your Participation! For more information about our Professional Services and to schedule your complimentary 1-hour consultation, please reach out to your Client Services Account Manager. 26

Unifying Talent Management. Contact Carl Kutsmode Partner talentRISE Ph TopTalentTips or 27