Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Inspire and retain employees through career management
Sponsored by
Inspire & Retain Employeesthrough Career Management
Twitter:@HalogenSoftware#InternalMobility #HR#CareerManagement#TalentStrategy
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Today’s presenters
Hawley KaneProduct Manager &Halogen Champion
@Hawley
Julie HarrisonProduct Marketing
Manager@coffeewithJulie
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Group chat
Tell us why you’re interested in the topic of career management?
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
What we have planned for today
• Career ‘ownership’• Internal mobility • Low‐hanging fruit• A ‘Dunrite’ example • 3 “must do” actions
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Who owns career management: HR or employee?
"Lifelong, self‐monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them.”Source: businessdictionary.com
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
An opportunity for the taking!
70%US workers arenot engaged
Source: Gallop Polls , Spring 2016
93%Millennials left
employer to change roles
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Contribution
Satisfaction
Driving outcomes
IncreasedEngagement
IncreasedProductivity
ImprovedBusiness Outcomes
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
The key principles of GREAT performance:
1. Great leaders2. Focus on outcomes3. Provide feedback and recognize success4. Continuous growth and development5. Keep talking!
Performance management & career management
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The importance of continuous growth & development
Source: Bersin by Deloitte 2015
64%Employees would like
more focus on developmentLower turnover 2x median revenue
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Continuous growth & development
PERSONALGOALS/NEEDS
GROUPGOALS/NEEDS
ORGANIZATIONGOALS/NEEDS
What is the desired outcome?
What does the individual team need to do to support the outcomes?
How do we need to develop our employees to
achieve this goal?
Source: DDI
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
What are we proposing, exactly?
“Internal mobility” (a.k.a. mobility and talent mobility) is a dynamic internal process for moving talent from role to role – at the leadership, professional and operational levels.”Source: Bersin by Deloitte
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Today and tomorrow
Building the capabilities of people who are meeting or exceeding job expectations to ensure success in their current role and to prepare them for future opportunities.
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
• Annual goals• Mobility• Career aspirations
• Values• Strategic initiatives• Desired business outcomes• Mission• Vision
A formula for talent mobility (Bersin by Deloitte)
• Desired competencies (knowledge, behavior, skills)
• Open positions & opportunities
• Development needs• Strengths
Strategic Competencies
Development Planning Performance ManagementWorkforce Planning
Succession Management Career Management
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Group chat
Have you seen this Internal Talent Mobility Formula before? Thoughts?
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
The importance of supporting internal mobility?
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Talent mobility is integral to the employee experience
Attract PerformIntegrate Retain Transition
Ongoing coaching and feedback
Tactics that enable a talent mobility model
Position and ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture
OrientationOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment
Making mistakesAsking questions360 FeedbackCareer PortalLearning Paths1:1 FeedbackDevelopment PlansCoachingObservationJob ShadowingMOOCsTAP
1:1 FeedbackObserve othersTalent ProfileDevelopment PlansNetworkingCross‐functional assignmentsJob rotationTAP
Succession360 FeedbackMentoringTalent PoolsNew job assignmentJob LevelsELPSMELP
Ongoing coaching and feedback
Tactics that enable a talent mobility model
ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture
OrientationJob ProfilesOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment
Making mistakesAsking questions360 FeedbackCareer PortalLearning Paths1:1 FeedbackDevelopment PlansCoachingObservationJob ShadowingMOOCsTAP
1:1 FeedbackObserve othersTalent ProfileDevelopment PlansNetworkingCross‐functional assignmentsJob rotationTAP
Succession360 FeedbackMentoringTalent PoolsJob LevelsNew job assignmentELPSMELP
Ongoing coaching and feedback
Tactics that enable a talent mobility model
ProfilesBrandingMetricsTools & TechnologyOutsourcingRecruiting Culture
OrientationJob ProfilesOnboardingAsking for feedbackTalent ViewMyers BriggsOnline trainingInstructor‐ledSelf‐studyIndustry readingWebinarsOn‐the‐job assignment
Making mistakesAsking questions360 FeedbackCareer PortalLearning Paths1:1 FeedbackDevelopment PlansCoachingObservationJob ShadowingMOOCsTAP
1:1 FeedbackObserve othersTalent ProfileDevelopment PlansNetworkingCross‐functional assignmentsJob rotationTAP
Succession360 FeedbackMentoringTalent PoolsJob LevelsNew job assignmentELPSMELP
Ongoing coaching and feedback
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Audience Poll
After viewing this Dunrite example, how do you feel?
• Confident that your company is already an internal mobility champion• Inspired to try some of these tactics out at your company• Intrigued and want to learn more about internal mobility • More confused than ever
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Step 1: Set clear goals
Identify 1‐2 specific goals and tie them directly to business targets and financial impact.
Key goals include:• Improve employee engagement• Retention of high potentials• Lower hiring costs• Build leadership
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Step 2: Be transparent
Translate your key goals into a policy. Publish and communicate this policy to all employees and managers.
Establish guidelines for:• Internal sourcing• Eligibility• Process
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Step 3: Identify metrics that track back to goals
This step will help you know what data to produce.
Metrics that indicate success include:• Total turnover, turnover costs• Employee engagement• Talent pools• Talent readiness or bench strength• Voluntary turnover among high‐potentials
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Supporting corporate performance and longevity
Aligned & engaged workforce
OngoingPerformance
10
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Audience Poll
Would you like more information on how modern performance solutions can help your organization improve employee engagement, retention and productivity?
• Yes• No, thank you
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Thank you!
Hawley KaneProduct ManagerHalogen Software
[email protected]@Hawley
Julie HarrisonProduct Marketing Manager
Halogen [email protected]
@coffeewithJulie
Copyright © 2016, Halogen Software Inc. All rights Reserved. Confidential.
Disclaimers
*This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.