how to protect and grow your company by managing your talent footprint

53
#WFwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. How to Protect and Grow Your Company by Managing Your Talent Footprint

Upload: human-capital-media

Post on 27-Jul-2015

104 views

Category:

Recruiting & HR


0 download

TRANSCRIPT

Page 1: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

The presentation will begin at the top of the hour.

A dial in number will not be provided.

Listen to today’s webinar using your computer’s speakers or headphones.

How to Protect and Grow Your Company by Managing Your Talent

Footprint

Page 2: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Tools You Can Use Audio Control

–  A dial in number will not be provided.

–  Adjust the volume by sliding the indicator in the Media Player box to the left.

–  Also check your computer’s volume for external speakers or headsets.

Page 3: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Speaker: John Kranz Product Manager PeopleFluent

Moderator: Sarah Sipek

Associate Editor Workforce magazine

How to Protect and Grow Your Company by Managing Your

Talent Footprint

Page 4: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

Tools  You  Can  Use  

Speaker Bios

Resources

Media Player

Q&A

Slides

Twitter

Help

Post Event Evaluation Share This

Group Chat

HRCI

WF Webinars

Page 5: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Tools You Can Use Q&A and Live Group Chat

–  Enter your first name and initial and join the live discussion with other webinar attendees

–  Enter technical or content-related questions into the Q&A box

–  Type your question in the space at the bottom.

–  Click “Submit.”

Q&A

Group Chat

Page 6: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Tools You Can Use

Twitter -  Click “Post” in the Twitter widget.

#WFwebinar @WorkforceNews

Page 7: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

1. May I receive a copy of the slides? YES! Click on the resource list located on the top left

portion of your screen.

2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the

presentation on-demand.

3. Is this webinar HRCI certified? YES! The HRCI certification code will appear in the box to

the right of the slides after the required watch-time has elapsed.

Frequently  Asked  Ques6ons  

Page 8: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Sarah  Sipek  Associate  Editor  Workforce  magazine  

How to Protect and Grow Your Company by Managing Your

Talent Footprint

Page 9: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

John  Kranz      Product  Manager  PeopleFluent  

How to Protect and Grow Your Company by Managing Your

Talent Footprint

Page 10: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  PeopleFluent  2015  

How  to  Protect  and  Grow  Your  Company  by  Managing  Your  Talent  Footprint  

June  10,  2015 John  Kranz,  Product  Manager

Page 11: How to Protect and Grow Your Company by Managing Your Talent Footprint

11  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Agenda  

•  Today’s  Talent  Management  Challenges  •  IdenMfying  CriMcal  Roles  •  True  Cost  of  AOriMon  •  Retaining  Top  Talent  •  Succession  Planning  

•  Visualizing  Your  Talent  Footprint  

Page 12: How to Protect and Grow Your Company by Managing Your Talent Footprint

12  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Poll  QuesMon  

•  Which  HCM  soSware  do  you  have  deployed?  1.  SAP/Success  Factors  2.  Oracle  3.  PeopleSoS  4.  NetSuite  5.  Epicor  6.  UlMmate  SoSware  7.  Infor  8.  Payroll  System  Provider  (ADP,  etc.)  9.  N/A;  not  listed  above  

Page 13: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  2015  PeopleFluent                                                                                                                                                                              Managing  Your  Talent  Footprint        

IdenMfying  CriMcal  Roles  

Page 14: How to Protect and Grow Your Company by Managing Your Talent Footprint

14  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

What  is  a  Cri6cal  Role?  Jobs  that  must  be  performed—and  

performed  well—for  companies  to  succeed    

Page 15: How to Protect and Grow Your Company by Managing Your Talent Footprint

15  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Iden6fying  Cri6cal  Roles  

Internal  •  What  is  the  level  of  risk  to  the  enterprise  if  the  posiMon  is  leS  

vacant  for  an  extended  period?  •  To  what  extent  does  the  posiMon:  

•  Drive  revenue  and  impact  boOom-­‐line  financial  results?  •  Involve  developing  strategy,  designing  new  products,  or  creaMng  growth  opportuniMes  for  the  organizaMon?  

•  Require  broad  decision  making  authority?  •  Involve  relaMonships  with  external  customers  and  key  stakeholders?  

•  Influence  the  performance  of  or  manage  other  criMcal  posiMons?  

Page 16: How to Protect and Grow Your Company by Managing Your Talent Footprint

16  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Iden6fying  Cri6cal  Roles  

External  •  What  is  the  current  market  value  of  the  posiMon?  How  has  the  value  changed  over  Mme?  

•  How  is  the  posiMon  valued  by  other  companies?  •  What  is  the  degree  of  compeMMon  for  qualified  candidates  for  this  posiMon  in  the  marketplace?  

•  To  what  extent  does  the  posiMon  require  the  use  of  rare/unique  capabiliMes  and  skill  sets?  

Page 17: How to Protect and Grow Your Company by Managing Your Talent Footprint

17  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Ques6ons  

•  What  is  a  criMcal  role  in  our  organizaMon?  •  How  do  we  idenMfy  and  compare  candidates  for  criMcal  roles?  

•  Do  we  have  a  succession  plan  around  our  criMcal  roles?  

•  What  is  our  voluntary  turnover  rate  for  criMcal  roles?  

•  Do  we  have  Development  Plans  to  fill  CriMcal  Roles  from  within  the  OrganizaMon?  

Page 18: How to Protect and Grow Your Company by Managing Your Talent Footprint

18  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

“Yes,  We’ve  Iden6fied  Cri6cal  Roles”  

Page 19: How to Protect and Grow Your Company by Managing Your Talent Footprint

19  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

“Yes,  We  Also  Know  Our  Bench  Strength”  

Page 20: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  2015  PeopleFluent                                                                                                                                                                              Managing  Your  Talent  Footprint        

True  Cost  of  AOriMon  

Page 21: How to Protect and Grow Your Company by Managing Your Talent Footprint

21  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

AMri6on  vs.  Reten6on  

•  AOriMon/Turnover  -­‐  the  gradual  reducMon  of  the  size  of  a  workforce  by  not  replacing  personnel  lost  through  reMrement,  resignaMon,  sickness  or  death  

•  RetenMon  -­‐  an  effort  by  a  business  to  maintain  a  working  environment  which  supports  current  staff  in  remaining  with  the  company  

     Source:  SHRM  

Page 22: How to Protect and Grow Your Company by Managing Your Talent Footprint

22  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Business  Impact  of  AMri6on  •  Costly  ($11B  Annually*)  

•  Effects  business  performance  •  Customer  RelaMonships  •  Company  ReputaMon  •  Loss  of  Intellectual  Capital  •  Reduced  ProducMvity  

•  It  can  be  hard  to  manage  

Source:  SHRM  

*Bureau  of  NaMonal  Affairs  

Page 23: How to Protect and Grow Your Company by Managing Your Talent Footprint

23  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Costs  Associated  with  AMri6on  

•  Direct  replacement  costs  can  reach  as  high  as  50%-­‐60%  of  an  employee’s  annual  salary  

•  Total  costs  associated  with  turnover  ranges  from  90%  to  200%  of  annual  salary  

Source:  SHRM  

Page 24: How to Protect and Grow Your Company by Managing Your Talent Footprint

24  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Why  Employees  Leave  •  Rela6onship  with  Immediate  Supervisor  •  Low  Employee  Engagement  (Highest  Cost  BEFORE  Leaving)  

•  Believe  in  Senior  Leadership  •  Pride  in  working  for  the  company  •  Employee  Value  ProposiMon  •  Lack  of  good  working  condiMons  •  No  flexible  work  schedule  •  Very  few  supporMve  colleagues  •  Work-­‐life  imbalance  •  Lack  of  challenges  in  job  /  goal  sesng  •  Mismatch  between  job  and  person  (80%)  /  onboarding  •  Lack  of  coaching  and  feedback  (Mentorship  Program?)  

Page 25: How to Protect and Grow Your Company by Managing Your Talent Footprint

25  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Reten6on  Challenges  

•  Talent  shortages  •  specific  skills  and  competencies  needed  

•  62%  of  the  respondents  of  SHRM  survey  reported  already  having  difficulty  hiring  workers  with  the  skills  essenMal  for  a  21st  century  workforce  

•  Worldwide  employee  turnover  set  to  spike  in  2014,  reaching  23.4  per  cent  by  2018  

•  RetenMon  is  key  concern  for  organizaMons  and  requires  immediate  acMon  

Source:  SHRM,  HayGroup  

Page 26: How to Protect and Grow Your Company by Managing Your Talent Footprint

26  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Poll  QuesMon  

•  Do  you  have  line  of  sight  into  ReMrement  Eligible  employees  and  Mme  horizon  to  help  forecast  future  aOriMon?  1.  Yes  2.  No  

Page 27: How to Protect and Grow Your Company by Managing Your Talent Footprint

27  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

ReMrement  Tracking  

Page 28: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  2015  PeopleFluent                                                                                                                                                                              Managing  Your  Talent  Footprint        

Retaining  Top  Talent  

Page 29: How to Protect and Grow Your Company by Managing Your Talent Footprint

29  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Recrui6ng  Prac6ce  impacts  Reten6on  

•  50%  of  companies  with  high  retenMon  don’t  use  job  boards  

•  Social  media  is  cheaper  and    more  effecMve  (7%  of  applicants  from  referrals  account  for  40%  hires)  

•  Hires  referred  by  other  employees  more  likely  to  sMck  around  (3  yr.  study:  47%  referrals,  14%  job  boards)  

•  Average  referral  bonus  for  FTE’s  is  $1,200  (compare  this  outlay  to  cost  for  replacement  hire!)  

•  Measuring  Up:  Performance  RaMng  of  New  Hires  and  retenMon  by  Hiring  Source  

Page 30: How to Protect and Grow Your Company by Managing Your Talent Footprint

30  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Can  Employer  Improve  Reten6on?  

Page 31: How to Protect and Grow Your Company by Managing Your Talent Footprint

31  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Retaining  Top  Talent  •  25%  of  employees  plan  to  change  jobs  this  

year  or  next  according  to  CareerBuilder  •  Whether  voluntary    or  involuntary,  very  

disrupMve  to  business  •  Retaining  high  performers  when  aOriMon  

occurs  helps  maintain  a  more  producMve  work  structure  

•  Are  you  aware  of  RetenMon    Risk?  

Page 32: How to Protect and Grow Your Company by Managing Your Talent Footprint

32  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Preflight  Checklist  for  Higher  Reten6on  

•  Social  Media/Referral-­‐based  RecruiMng  •  Quality  of  Hire  •  EffecMve  Onboarding  Process  •  Quarterly  Goals/Review  Process  •  Employee  Engagement  Surveys  •  CriMcal  Roles  •  Flight  Risk  MiMgaMon  •  Development  Plans  •  Mentoring  Program  •  Succession/Replacement  Planning  •  Good  Turnover  •  Benchmarking  and  Goal  Sesng  

Page 33: How to Protect and Grow Your Company by Managing Your Talent Footprint

33  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Ques6ons  •  Are  we  retaining  our  top  talent?  •  Where  are  we  experiencing  highest  turnover  of  high  performers?  

•  What  is  the  internal  promoMon  rate  of  our  High  Performers?  

•  What  programs  are  proving  effecMve  in  improving  our  retenMon  rate?  

•  What  recruitment  programs  and  investments  (not  costs)  are  contribuMng  to  retaining  High  Performers?  

Page 34: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  2015  PeopleFluent                                                                                                                                                                              Managing  Your  Talent  Footprint        

Succession  Planning  

Page 35: How to Protect and Grow Your Company by Managing Your Talent Footprint

35  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Nearly  one-­‐third  (31%)  of  companies  with  more  than  1,000  employees  said  they  

don’t  currently  have  a  succession  planning  program  at  their  organizaMon.  

Source:    CareerBuilder  

Page 36: How to Protect and Grow Your Company by Managing Your Talent Footprint

36  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

 Succession  planning  needs  to  be  in  place  up  and  down  the  en6re  chain  of  command,  not  just  for  

management  roles    

 

Defini6on:  Succession  Planning/Development      

The  structured  and  coordinated  prac6ce  of  iden6fying  and  preparing  pools  of  internal  talent  to  fill  key  posi6ons,  with  the  goal  of  mee6ng  business  objec6ves.    

Page 37: How to Protect and Grow Your Company by Managing Your Talent Footprint

37  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

What  is  Lacking  in  Succession  Planning?  

•  Not  enough  opportuniMes  for  employees  to  learn  beyond  their  own  roles  –  39%    

•  Process  isn’t  formalized  –  38%  •  Not  enough  investment  in  training  and  development  –  33%  

•  Not  acMvely  involving  employees  or  seeking  their  input  –  31%  

•  It  only  focuses  on  top  execuMves  –  29  %  **Managers  also  reported  that  workers’  awareness  of  and  input  on  their  own  succession  planning  is  important.  49%  of  employers  said  employees  don’t  set  up  career  paths  with  their  managers  with  Mmelines  and  milestones  

Source:    CareerBuilder  

Page 38: How to Protect and Grow Your Company by Managing Your Talent Footprint

38  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Value  of  Succession  Planning  

•  Avoids  costs.  Replacing  someone,  especially  with  an  external  candidate,  creates  costs  in  the  areas  of  recruitment,  HR  administraMon,  lost  producMvity,  and  missed  opportuniMes.    

•  Retains  skills  and  knowledge.  These  are  assets  with  real  value  that  may  be  impossible  to  replace.    

•  Prevents  backfilling.  Stop  the  unintended  ripple  effect  that’s  created  down  the  ranks  as  employees  act  as  stop-­‐gaps  for  vacant  roles.    

•  Creates  fluidity.  An  “irreplaceable  person”  won’t  be  promoted,  blocking  advancement  for  those  below.  This  entrenchment  forces  a  costly  external  search.    

•  Improves  engagement  and  reten6on.  Reduce  turnover  by  engaging  and  keeping  talented  people.  Offer  clear  career  paths  and  build  a  team  culture.    

•  Removes  vulnerability.  Skills  redundancy  ensures  business  conMnuity  if  a  key  staff  member  leaves.    

Page 39: How to Protect and Grow Your Company by Managing Your Talent Footprint

39  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Ques6ons  

•  What  is  our  Bench  Strength  for  CriMcal  Roles?  

•  Are  we  extending  Succession  Planning  below  Director  Level?  

•  Do  we  understand  the  posiMon  requirements  to  properly  idenMfy  Successors?  

•  What  programs  are  proving  effecMve  to  increase  Successor  Readiness?  

Page 40: How to Protect and Grow Your Company by Managing Your Talent Footprint

40  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Poll  QuesMon  

•  Which  of  the  following  BEST  describes  your  efforts  around  Succession  and/or  Growth  Planning?  1.  We  conduct  Succession  Planning  that  focuses  on  

top  Mer  of  the  organizaMon  only  2.  We  conduct  Succession  Planning  which  spans  deep  

into  our  organizaMonal  structure  3.  We  do  not  conduct  Succession  Planning  

Page 41: How to Protect and Grow Your Company by Managing Your Talent Footprint

41  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Succession  Planning  with  9  Box  

Page 42: How to Protect and Grow Your Company by Managing Your Talent Footprint

©  2015  PeopleFluent                                                                                                                                                                              Managing  Your  Talent  Footprint        

Visualizing  Your  Talent  Footprint  

Page 43: How to Protect and Grow Your Company by Managing Your Talent Footprint

43  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Poll  QuesMon  

•  Which  best  applies  to  you?  How  do  you  manage  your  HCM  data?  1.  All  HCM  data  and  Talent/Performance  informaMon  

is  housed  in  a  single  system  of  record  2.  We  uMlize  a  single  Product  Suite  (mulMple/

integraMon  soluMons)  to  manage  our  HCM  data  (single  vendor)  

3.  We  uMlize  mulMple  best  of  breed  point  products  across  our  organizaMon  (mulAple  vendors)  

Page 44: How to Protect and Grow Your Company by Managing Your Talent Footprint

44  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Are  You  Able  to  Visualize  Key  Talent  Data?  

Page 45: How to Protect and Grow Your Company by Managing Your Talent Footprint

45  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Sample  Talent  Data  •  Performance/PotenMal  RaMngs  •  Performance  of  New  Hires  •  CriMcal  Roles  •  RetenMon  Risk  •  PosiMon  Requirements  •  Readiness  /  Development  Plans  •  PosiMon  and  Company  Tenure  •  QualificaMons  •  Time  to  Hire  •  Good/Bad  AOriMon  •  Internal  Placement  •  ReMrement  Eligible  Date    

Page 46: How to Protect and Grow Your Company by Managing Your Talent Footprint

46  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Bringing  Your  Talent  Data  Together  •  A  secure,  web-­‐based  soluMon  that  integrates  a  hierarchical  

view  of  your  business  with  data  contained  within  virtually  any  data  source  including  HR,  ERP,  succession  or  financial  systems  

HCM  Data  

Finance  Data  

Succession  Data  

Page 47: How to Protect and Grow Your Company by Managing Your Talent Footprint

47  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

How  Does  it  Work?  3  Step  Process  

STEP  1:   Connect  to  Data  Sources  

   STEP  2:   Define  &  Configure    Chart  Styles/Content  

STEP  3: Publish/Share  Org    Charts  &  Reports  

Page 48: How to Protect and Grow Your Company by Managing Your Talent Footprint

48  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Common  HR  Talent  Mgmt  Data  Needs  •  CriMcal  Roles  •  High  Performers  •  Head  Count,  FTE,  and  Contractors  •  Head  Count  with  Open  PosiMons  •  Span  of  Control  Analysis  •  Salary  •  Performance  •  Talent  Review  •  Succession  Planning  •  OrganizaMonal  Planning  •  BudgeMng  •  Diversity    

Page 49: How to Protect and Grow Your Company by Managing Your Talent Footprint

49  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

Driving  Informed  Talent  Mgmt  Decisions  •  Roll-­‐up  and  summarize  data    

(such  as  head  counts,  salaries,    etc.)  to  analyze  workforce  data  

•  Quickly  produce  ad-­‐hoc  reports    using  powerful  search  funcMons  

•  Create  mulMple  views  using    the  same  source  data  (cost    center,  org  unit,  etc.)  

•  View  matrix  reports,  open    posiMons,  contractors  and    more  

Quickly produce powerful workforce charts and reports that surface answers to the most

difficult workforce questions.

Page 50: How to Protect and Grow Your Company by Managing Your Talent Footprint

50  of  42  ©  2015  PeopleFluent              Managing  Your  Talent  Footprint        

The Value Proposition 1.  Combine  Talent  Data  from  mulMple  sources  to  build  

talent  profile  view  spanning  the  enMre  workforce  2.  IdenMfy  criMcal  roles  and  high  performers  3.  Flag  retenMon  risk  /  impact  of  loss  (Mgr.  EffecAveness)  4.  Define  PosiMon  Requirements  5.  Create  Talent  Pools  6.  Evaluate  New  High  Performers  and  Source  of  Hire  7.  Conduct  Succession  Planning  8.  IdenMfy  and  Compare  Successor  Candidates  9.  Assign  Successor  Readiness  10. Evaluate  and  build  bench  strength  (fill  talent  gaps)  

Key  Benefits  in  Managing  Your  Talent  Footprint  

Page 51: How to Protect and Grow Your Company by Managing Your Talent Footprint

TM  ©  2015  PeopleFluent                                      Managing  Your  Talent  Footprint  

       

Thank  You  

Find  PeopleFluent  on…  TwiMer:  twiOer.com/peoplefluent  LinkedIn:  linkedin.com/company/peoplefluent    Facebook:  facebook.com/peoplefluent  Blog:  peoplefluent.com/resources/peoplefluent-­‐blog  

 John  Kranz Product  Manager [email protected] (m)  480.225.8204 For  more  informaFon,  call: 214-­‐574-­‐5020  or  visit  our  website  at:  www.peoplefluent.com

Page 52: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Please complete the webinar evaluation.

Page 53: How to Protect and Grow Your Company by Managing Your Talent Footprint

#WFwebinar

       

Join our next Webinar!

Building Stronger HR Partnerships Through Talent

Analytics

Thursday, June 18, 2015

Webinars start at 2 p.m. Eastern / 11 a.m. Pacific

Register for all upcoming Workforce Webinars at www.workforce.com/webinars

OR click the icon on the widget bar!