a holistic approach to modern talent management

A Strategic Partner with

A Holistic Approach to Modern Talent Management

Walking the path toward innovation and growth

A Strategic Partner with

DATIS HR Cloud, Inc.

�  Headquartered in Tampa, FL

�  18 years of experience in human capital management

�  Focused on not-for-profit human services industry

�  Strategic partner with National Council for Behavioral Health

A Strategic Partner with

Representing DATIS

�  Erik Marsh – President & CEO

�  Dellas Hustead – Account Executive

�  Toni Aliberti – DATIS Marketing

A Strategic Partner with

Goals for Today’s Call

Increase your knowledge and understanding of:

�  Unifying talent management into your workforce strategy for a holistic approach

�  Best practices for employee and manager performance appraisals

�  Cascading goals that align employees with the organization

�  Development plans with customized training requirements for individuals, groups, or departments

A Strategic Partner with

ROOM FOR IMPROVEMENT

�  “According to a recent World at Work study, 58 percent of HR leaders gave their performance management process a “C” grade or worse. Few other processes in an organization are allowed to perform so poorly, and performance management should not be allowed to any longer.”

Deloitte: Human Capital Trends 2013

A Strategic Partner with

TRADITIONAL CYCLE

A Strategic Partner with

MASLOW’S HIERARCHY OF NEEDS

A Strategic Partner with

HUMAN CAPITAL TRENDS 2014

Deloitte – Human Capital Trends 2013

A Strategic Partner with

PERFORMANCE MANAGEMENT PHILOSOPHIES

Deloitte – Predictions for 2014

A Strategic Partner with

DESIGN PRINCIPLES

Deloitte – Predictions for 2014

A Strategic Partner with

IT BEGINS WITH ONBOARDING

The Talent Board - Candidate Experience 2013

A Strategic Partner with

ONBOARDING SYSTEM

DATIS e3 - New Hire Wizard

A Strategic Partner with

CLEARLY DEFINED JOB DESCRIPTION

DATIS e3 – Position Control

A Strategic Partner with

CONTINUOUS COACHING MECHANISM

DATIS e3 – Development Plans

A Strategic Partner with

LEARNING MANAGEMENT

DATIS e3 – Learning Management

A Strategic Partner with

SCHEDULING AND COMPLIANCE

DATIS e3 – Performance Management

A Strategic Partner with

EMPLOYEE ENGAGEMENT Quick, Anywhere Access to:

•  Attendance Calendar •  Benefit & Dependent Info •  Compensation Data •  Credentials •  Direct Deposit •  Documents •  Learning Management •  Pay Stubs •  Performance Management •  Skills •  Timesheets •  W2’s •  W4 Forms

DATIS e3 – Employee Self-Service

A Strategic Partner with

ENGAGEMENT ACTIVITY

A Strategic Partner with

WRAP UP

�  Talent Management should be tightly integrated with an overall workforce strategy

�  More frequent and more meaningful interactions between employees and managers

�  Include your mission, your agency goals and your program goals into development plans

�  Embrace some of these emerging trends into your strategies

A Strategic Partner with

Q & A Ø Type your

question in the chat window

Ø Click the icon to raise your hand in your control panel to ask your question by phone

A Strategic Partner with

Thank You for Attending!

§  DATIS HR Cloud, Inc. §  Info@datis.com §  877-386-1355 §  www.datis.com

§  Erik Marsh ext. 1030 §  (813) 505-5989 (m) §  emarsh@datis.com

§  Dellas Hustead ext. 1250 §  (412) 973-2560 (m) §  dhustead@datis.com

A Strategic Partner with

A Strategic Partner with

A Strategic Partner with

A Strategic Partner with

A Strategic Partner with

A Strategic Partner with

FOUR PILLARS OF CAREER MANAGMENT

A Strategic Partner with

HR TRANSFORMATION

A Strategic Partner with

EVOLUTION OF HIGH-IMPACT HR

A Strategic Partner with

TRADITIONAL PERFORMANCE REVIEWS

�  Backward looking

�  Does little for future growth

�  Can feel “forced” or routine – “It’s that time again”

�  Disconnected from agency or program goals

�  “1 to 5” rating can trigger employee resentment

�  Just a tool, not a strategy

A Strategic Partner with

CHANGE THE GAME

�  More frequent and deeper interactions

�  Steps to develop your employees

�  Align everyone to your agency goals and program objectives �  Establish S.M.A.R.T. goals (Specific, Measurable, Attainable,

Relevant and Time bound)

�  Better engage employees – retain them as well

�  Make the process easier for managers and HR

�  Create additional reasons for employees to work for you, beyond just the paycheck

A Strategic Partner with

CHANGE THE GAME

�  Broaden the definition of Performance Management

�  Widen the scope of the employee / manager interaction

�  Integrate Performance Management with systems and processes like Position Control, Learning Management, Development Plans, Compensation Management, Credentialing, and Compliance

A Strategic Partner with

PERFORMANCE MANAGEMENT

�  Include comprehensive and forward-looking Development Plans �  Goals �  Training �  Employee career aspirations

�  Tie in Agency goals and objectives as well as Program initiatives

�  Automate the process – make it easy for all involved

�  Manager accountability

A Strategic Partner with

PERFORMANCE MANAGEMENT

�  One-Time Appraisals (Probationary, e.g.)

�  Annual and Quarterly Appraisals

�  Quarterly, Monthly and Weekly Supervisions

A Strategic Partner with

TIGHT INTEGRATION

A Strategic Partner with

SELECTIVE CRITERIA

A Strategic Partner with

AUTOMATE THE FORMS PROCESS

A Strategic Partner with

PERFORMANCE APPRAISALS

A Strategic Partner with

INDIVIDUAL DEVELOPMENT PLANS

A Strategic Partner with

LEARNING MANAGEMENT

A Strategic Partner with

MANAGER DASHBOARD

A Strategic Partner with

EMAIL NOTIFICATIONS

A Strategic Partner with

COMPENSATION