Talent Development Reporting: Summary and Update Optimizing Human Capital September 2012

TDR History & Timeline Effort began in Sep 2010 by Kent Barnett (CEO of Knowledge Advisors) and Tamar Elkeles (VP of Learning & Communication at Qualcomm) Industry thought leaders engaged Leading industry practitioners form Executive Council to serve as steering committee Whitepaper, written by Dave Vance, approved by Executive Council March 2011 8-Nov-18

Phase 1 & 2 Contributors Executive Council Thought leaders Tamar Elkeles, Qualcomm, Chair Terry Bickham, Deloitte Cedric Coco, Lowe’s Marilyn Figlar, Lockheed Martin Karen Kocher, CIGNA Sundar Nagarathnam, Net App Sandy Shaw, Sodexo Don Shoultz, BP Tom Simon, CNA Insurance Carrie Beckstrom, ADP Thought leaders Kent Barnett Laurie Bassi Josh Bersin Rob Brinkerhoff Jack Phillips Frank Anderson Jac Fitz-enz Dave Vance 8-Nov-18

TDRp Framework for L&D (Phase 1 and 2 Work) Basic principles articulated Three types of measures Outcomes, Effectiveness, Efficiency With standard definitions Organized into three statements with standard formats Outcome, Effectiveness, Efficiency With the most important measures grouped into three reports L&D Summary Report, Program Report, Operations Report 8-Nov-18

Executive Reporting Process Senior Executives Learning Executives Executive Reports L&D Summary Report Quarterly L&D Program Report Monthly L&D Operational Report Monthly Learning Effectiveness Statement Learning Efficiency Statement Outcome Statement Statements Guiding Principles Data Sets Outcomes Effectiveness Efficiency Extract, convert and calculate Standard Measures Data Sources Financial Data Learning Management System Evaluation System Other Sources: HRIS, CRM, ERP 8-Nov-18

TDR Gaining Traction Phases 1 & 2 focused on learning and development Phase 2 completed: Q1 2012 Numerous organizations now using TDR Many resources available on the website (TDRprinciples.org) White papers Implementation guidance Sample reports Definitions 8-Nov-18

Phases 3 and 4: Extending TDR to Other Talent Development Processes Phase 3 launched in January 2012 Effort expands to the other HR processes (e.g. talent acquisition, leadership development, performance management) Employs the TDR structure developed in Phase 1 Agreement reached on approach and on other HR processes to include Completed in May 2012 Phase 4 now underway Identify effectiveness and efficiency measures for the other HR processes Define the new measures Create sample statements and reports Integrated reports as well as process-specific reports Plan to complete draft documents by October 31, 2012 8-Nov-18

Phase 3 & 4 Contributors Executive Council Advisory Council Carrie Beckstrom, ADP - Chair Sandra Dillon, E&Y Kevin Jones, PwC Karen Kocher, CIGNA David Kuhl, First Data Claudia Rodriguez, Motorola Solutions Sandy Shaw, Sodexo David Sylvester, Booz Allen Hamilton Lou Tedrick, Verizon Wireless Cedric Coco, Lowes Advisory Council Laurie Bassi, Jac Fitz-enz Kent Barnett, Kevin Oakes Jeff Higgins, Josh Bersin Peggy Parskey, Dave Vance 8-Nov-18

TDRp Framework for the Rest of Talent Development (Phase 3 & 4 Work) Same framework for the other five key talent development processes Talent acquisition, performance management, leadership development, capability management, total rewards With supporting processes like Workforce Planning and Demographics For each key process Three types of measures Three standard statements Three management reports Plus some reports spanning all talent processes 8-Nov-18

Outcomes Supporting Processes Key Talent Processes Leadership Quality Engagement & Culture Employee Performance Retention Diversity & Inclusion Sales Cost Productivity Safety Customer Satisfaction Supporting Processes Key Talent Processes Learning & Development Leadership Development Talent Acquisition Performance Management Capability Management Total Rewards Communications HR Services Change Management Talent Infrastructure Organizational Development Workforce Planning Talent Strategy Metrics & Analytics

Executive Reporting Process Senior Executives Talent Development Executives Executive Reports Talent Development Summary Report Quarterly Talent Development Program Report (s) Monthly Talent Development Operations Report (s) Monthly Outcome Statement Effectiveness Statement (s) Efficiency Statement (s) Statements Data Sets Note: Data sets can be organized by processes and/or efficiency, effectiveness & outcomes Guiding Principles Outcomes Effectiveness Efficiency Talent Development Processes Talent Acquisition Leadership Development Learning & Development Capability Management Performance Management Total Rewards Extract, convert and calculate Standard Measures Data Sources Financial Systems Non-Financial, non-TDR Systems Evaluation, EOS Systems Others: HRIS, LMS, CRM, ERP 8-Nov-18

Progress to Date on Phase 4 Over 500 measures currently included in the library of measures Includes outcome, effectiveness, and efficiency measures More than 100 each for talent acquisition and total rewards Short definition and formula for each Sources of measures SHRM, Jac Fitz-enz, Jeff Higgins, Cascio and Boudreau Library will serve as a clearinghouse First place to look. References provided Identical and similar measures noted 8-Nov-18

Important Part of Phase 4: Creating a Long-term Home for TDRp Plans underway to establish the Center for Talent Reporting Not-for-profit A 501c(6) organization (used for trade associations) Funded by sponsors initially Platinum, Gold, Silver and Leadership levels available Opening to general membership in early 2013 Governed by nine-member Board of Directors Including a Standards Committee to provide continued guidance on standards and reporting and an Advisory Council Start date of October 1 8-Nov-18

Learn More about TDRP Resources Available at TDRprinciples.org Definition of terms and measures for L&D 56-page white paper 18-page overview 4-page summary PowerPoints Sample write-up of an L&D Summary Report for a CEO Paper on extending TDR to other processes Guidance on implementation Contact Dave Vance for more information: dave@poudrerivergroup.com 8-Nov-18

Looking Ahead to 2013 SHRM will establish a taskforce in late 2012 or early 2013 to consider recommending TDRp as a SHRM/ANSI standard Numerous workshops will be offered in 2013 Certification will begin for Organizations implementing TDRp Consultancies and vendors providing services and products employing TDRp First TDRp conference planned Book on TDRp for Learning & Development 8-Nov-18

TDRprinciples.org The TDRp website provides Resources The White Paper (Summary, overview, full document) Definition of terms and measures Getting started with TDRp Samples Advice Blog RSS feed Linkedin community 8-Nov-18

Appendix 8-Nov-18

The Statements Three standard statements Outcome Effectiveness Efficiency Standard measures are used but choice of measures depends on organization Summary statements show Last year’s actual Plan (or goal) for this year Year-to-date results Detail statements show Monthly, quarterly, trend data Granularity Without plan 8-Nov-18

L&D Outcome Statement Measures of Impact Application (level 3) Impact (level 4) Participant’s estimate (or forecast) Sponsor’s estimate Statistical estimate Proxies for impact In some cases may be number of participants 8-Nov-18

L&D Outcome Statement 8-Nov-18

L&D Effectiveness Statement Effectiveness Measures Level 1: Satisfaction, Forecasts of levels 3-5 Participant Sponsor Level 2: Amount learned Level 3: Application rate Level 4: Impact Level 5: Value (net benefit or ROI) 8-Nov-18

L&D Effectiveness Statement 8-Nov-18

L&D Efficiency Statement Efficiency Measures* Volume Participants Courses, classes, hours Offered, taken By ILT, vILT, WBT, etc. Costs Development, delivery, management Tuition Opportunity Utilization Courses, classes, instructors By ILT, vILT Effort to develop and maintain Reach Cycle times Performance consulting, development, delivery *See a complete list in the Definition of Terms and Measurements document 8-Nov-18

L&D Efficiency Statement 8-Nov-18

The Reports Three levels of reports Summary Report Program Report Operations Report Highly customized, pulling the most important measures from the statements Executive-level reports show Last year’s actual Plan (or goal) for this year Year-to-date results Forecast for this year Detailed reports for managers may show Monthly, quarterly, trend data Granularity Without plan or fcst 8-Nov-18

L&D Summary Report (page 1) 8-Nov-18

L&D Summary Report (page 2) 8-Nov-18

L&D Program Report (page 1) 8-Nov-18

L&D Program Report (page 2) 8-Nov-18

L&D Operations Report 8-Nov-18

The Relationship of Talent Development Processes and Outcomes Key Talent Processes These talent processes have a direct impact on organizational outcomes. Supporting Processes These talent processes enable the key talent processes to achieve the desired outcomes efficiently and effectively.

Customer Satisfaction Outcomes* Leadership Quality Engagement & Culture Employee Performance Retention Diversity & Inclusion Sales Cost Productivity Safety Customer Satisfaction *Outcomes in the first row are examples of non-talent outcomes. Outcomes in the second row are talent outcomes

Supporting Processes Talent Strategy Metrics & Analytics Change Management HR Services Talent Infrastructure Organizational Development Workforce Planning Communications These processes support the key talent processes and enable them to achieve the desired outcomes

Key Talent Processes Talent Acquisition Learning & Development Performance Management Leadership Development Capability Management Total Rewards Focus on efficiency and effectiveness of these processes