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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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:
8-Nov-18

15. 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

16. 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

17. Appendix
8-Nov-18

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

19. 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

20. L&D Outcome Statement
8-Nov-18

21. 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

22. L&D Effectiveness Statement
8-Nov-18

23. 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

24. L&D Efficiency Statement
8-Nov-18

25. 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

26. L&D Summary Report (page 1)
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27. L&D Summary Report (page 2)
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28. L&D Program Report (page 1)
8-Nov-18

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

30. L&D Operations Report
8-Nov-18

31. 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.

32. 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

33. 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

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