1. TDRp Implementation Challenges David Vance, Executive Director Peggy Parskey, Assistant Director October 23, 2014

2. Today’s Discussion 2 Talent Development Reporting principles CTR Overview of the ten steps to successful implementation (15 min) Your issues (15 min) Break out into groups (15 min) Report out (15 min) 8/14/2014

3. Ten Steps to Successful Implementation Talent Development Reporting principles CTR 3 8/14/2014

4. Ten Steps to Implement TDRp 1. Socialize TDRp concepts 2. Commit to implement 3. Engage a guiding team 4. Develop a multi-year plan 5. Develop measures library 6. Identify business goals 7. Identify efficiency & effectiveness goals 8. Create draft statements & reports 9. Manage results to plan; conduct monthly reviews 10. Review & improve TDRp processes 8/14/2014 Talent Development Reporting principles CTR 4 Goal: sponsor commitment to success Goal: awareness & understanding Goal: resources to drive & support implementation Goal: clear expectations about timelines Goal: defined set of measures to be managed Goal: clarity on the business goals Goal: clarity on departmental goals Goal: demonstrate TDRp outputs Goal: run HR like a business Goal: continuous improvement

5. Steps 1,2:Socialize and Commit Create a Sense of Urgency Risks of doing nothing? »Lack a holistic view of HR’s performance »Lack information to prioritize investment decisions and funding allocation »Lack a systematic approach to improving training results »Lower impact on business outcomes »Continue to be viewed as a cost center and will be subject to ongoing cost cutting Opportunity if you act? »Build collaborative partnerships with the business »Focus on the most critical priorities, drives application and produces measureable results »Will run talent like business -An annual business plan -Agreed upon measures -Goals and performance targets »Systematically improve results and impact on business outcomes »Will have the data, tools and methods to communicate its value to the business Talent Development Reporting principles CTR 5 5 8/14/2014

6. Steps 3,4: Engage a Guiding Team and Create a Multi-year Plan Engage a guiding team »You will need help! »Make sure key players and functions are engaged »Really needs to be owned by the department head Create a multi-year plan »Cannot be done in one year!! »Pace yourself. Don’t create unrealistic expectations »Start small and grow the effort -Consider a pilot or start in one unit -Gather data manually to start if need be – don’t wait for automation Talent Development Reporting principles CTR 6 8/14/2014

7. Step 5 & 6: Develop Measures Library & Establish Outcome Goals 7 8/14/2014 Talent Development Reporting principles CTR Measures Library »Identify business goals »Interview other key sponsors and stakeholders »Decide on effectiveness and efficiency measures »Develop a draft measures library, socialize, finalize Goal Setting »Meet with Sponsors for strategic initiatives »Agree on Talent’s contribution to the Outcomes »For other initiatives, establish the expected impact (plan)

8. Step 7: Identify Effectiveness and Efficiency Goals 8 8/14/2014 Talent Development Reporting principles CTR For all initiatives, establish goals (or plan) for the effectiveness and efficiency measures Examples »L&D -Effectiveness: 80% for level 1, 90% for level 2, and 70% for level 3 -Efficiency: Number of participants, completion dates, costs »Talent Acquisition -Effectiveness: Quality of hire, % of acceptances to offers -Efficiency: Time to hire, # of candidates per open requisition

9. Step 8: Create Draft Statements and Reports 9 8/14/2014 Talent Development Reporting principles CTR Start with the statements »In practice, all three are usually started simultaneously »Outcome statement will likely take the longest »Focus on just the most important company goals and on just the most important effectiveness and efficiency measures Then move to the reports »Summary just pulls the key measures (maybe all in the beginning) from the three statements »Operations just pulls key measures (maybe all in the beginning) from the efficiency and effectiveness statements »Program will be the hardest since it has more detail

10. Step 9: Manage Results to Plan; Conduct Sponsor and Stakeholder Reviews 10 8/14/2014 Talent Development Reporting principles CTR Disciplined execution by the department head is key here »The measures are the means to the end – not the end »The end is managing talent like a business »Dedicated, monthly meetings are recommended where the department head reviews progress with direct reports Results should also be reviewed with the sponsor and stakeholders at least quarterly if not monthly

11. Step 10: Review and Improve TDRp is a journey. You will learn every year how to be better Your company’s goals will change and so will some of the effectiveness and efficiency measures Your data, systems and processes will improve every year Beware of too many measures and too much data Talent Development Reporting principles CTR 11 8/14/2014

12. Beyond Step 10: Expand and Integrate into Business Processes 12 Talent Development Reporting principles CTR Processes »Monthly reporting and review processes »Annual business planning process (function or company) Systems »HRIS »Financial systems »Learning management system »Measurement & evaluation system »Employee opinion survey system 8/14/2014

13. Adopting TDRp: Start From Where You Are 13 8/14/2014 Talent Development Reporting principles CTR 1.Use TDRp for its library of measures and definitions 7.Use the principles and reports of TDRp to run L&D and HR like a business 2.Adopt the framework of outcome, effectiveness, and efficiency measures 3.Create effectiveness and efficiency statements with actual results and no plan 4.Add a plan column to your effectiveness & efficiency statements 5.Create an outcome statement with input from senior leaders 6.Create one, two or all three of the reports 1 1 5 5 4 4 3 3 2 2 7 7 6 6