practical guidelines to implementing a talent management system
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- 1. PRACTICAL GUIDELINES TO IMPLEMENTING A TALENT MANAGEMENT SYSTEM Presented by: David Dineen National Director of Talent Management SolutionsContact Drake Intl:[email protected]
2. ACCESSING AUDIOThree options for audio: 1. Earphones 2. Computer speakers 3. Toll-Free: 1-877-669-3239 Event #: 669 853 126 Password: 1234 WebEx Support Line:1-866-863-3910Contact Drake Intl:[email protected] 3. AGENDA1.Benefits of implementing a Talent Management System2.Best practices around Talent Management Systems3.Where to from here: 10 Steps to Implementing a TMS4.Special OfferContact Drake Intl:[email protected] 4. GUIDING PRINCIPLEContact Drake Intl:[email protected] 5. IMPORTANCE OF REAL-TIMEMEASUREMENTContact Drake Intl:[email protected] 6. IMPORTANCE OF REAL-TIMEMEASUREMENTContact Drake Intl:[email protected] 7. IMPORTANCE OF REAL-TIMEMEASUREMENTContact Drake Intl:[email protected] 8. DOES IT WORK? CedarCreststone 14th Annual HR Systems Survey 2011/12: Businesses using aBusinesses NOT TMS / HR automation using TMS / HR automationSelf-Rating Average 3.37/5 2.8/5Sales per employee $364,883$281,698Contact Drake Intl:[email protected] 9. HOW IS IT DONE? Talent management is noteasy to get right Finesse and insightrequired, but basicprinciples applyContact Drake Intl:[email protected] 10. DOES IT WORK?Contact Drake Intl:[email protected] 11. WHAT A TMS IS NOT Silver bullet A quick and simple solution to all people-related problems Medium of command Social forumContact Drake Intl:[email protected] 12. WHAT IS A TALENTMANAGEMENT SYSTEM Next-generation of traditional Human Resource Management Systems (HRMS) HRMS: Transaction processing Administration of basic human resources processes (personnel administration, payroll, time management) TMS Leverages information on HRMS Combines into advanced functionalities Assist in strategic business decision makingContact Drake Intl:[email protected] 13. Contact Drake Intl:[email protected] 14. TMS BEST PRACTICE A great TMS will be: User-friendly Customizable to your needs On one platform, hosted, SaaS model, in the cloud Affordable, secure, comprehensive, scalable Supported by outstanding vendor team Supportive of all your talent management initiatives Advanced in its analytics to provide the right information at the right time to make the best business decision Directly linked to improvements in your bottom lineContact Drake Intl:[email protected] 15. WHERE TO GO FROM HERE?1. Make a decision based ROI in terms of costs saved and efficiencies gained2. Educate yourself3. Identify and retain appropriate new system4. Partner with a Subject Matter Expert5. Thorough analysis of your current systems6. Defining the desired outcome7. Mapping the gap8. Implement9. Change Management10.TrainingContact Drake Intl:[email protected] 16. 1. MAKE A DECISION BASED ROIAdd the following factors: Cost of HR Inefficiencies: Cost of mistakes, waste Cost of time for each HR process Cost of low productivity Cost of staff turnover Project a 5% improvement (conservatively) Compare to Cost of TMS implementation implementations fee Cost of TMS monthly subscription feeContact Drake Intl:[email protected] 17. 2. EDUCATE YOURSELF 1. Attend webinars 2. Attend seminars 3. Internet searches 4. Read and research 5. Speak to Subject Matter ExpertsContact Drake Intl:[email protected] 18. 3. IDENTIFY AND RETAIN APPROPRIATENEW SYSTEMSelf-$-VendorHRIS ATS Perf. Mgt Payroll $ - implement $ - maint. service monthlyContact Drake Intl:[email protected] 19. 4. PARTNER WITH A SUBJECT MATTEREXPERTEvaluate your SME along the following criteria: Number of years of experience with HRISs Number of years of experience in the HR space Analytical competence (ability to map systems and processes, identify gaps and suggest solutions) Number of implementations Scope of implementations Client testimonialsContact Drake Intl:[email protected] 20. 5. THOROUGH ANALYSIS OF YOURCURRENT SYSTEMSStreamlining data and process flow in: Recruitment & selection Onboarding Orientation Performance management Salary & Benefits Career development Succession planning Official communicationContact Drake Intl:[email protected] 21. 6. DEFINE DESIRED OUTCOMETogether with the SME, map desired processes around: Recruitment & selection (ATS) Onboarding & managing employee data (HRIS) Orientation (LMS / LCS) Performance management (TMS) Salary & Benefits (Payroll) Career development (TMS) Succession planning (TMS) Official communication (Intranet) Levels of authority (security / admin settings)Contact Drake Intl:[email protected] 22. 7. MAPPING THE GAP Example: ItemAs-isTo-be Performance Annual review meeting to be held between Annual review meeting to be held Reviewemployee and manager between employee and manager Data (scores & development plans) captured At meeting, information captured by manager onto Excelonline, together with developmentplan and follow-ups Excel emailed to HR dept.System tracks status, sendsreminders HR to save into employee file HR to diarize follow-ups onto Outlook Outlook follow-ups emailed to manager HR to follow-up status and completion, log on Excel 23. 8. IMPLEMENTTogether with your SME:1.Create project plan including: I. Timelines (what-by-when) II.Resource allocation (by-whom) III. Communication / feedback strategy2.Regular project review meetings, corrective actionsContact Drake Intl:[email protected] 24. 9. CHANGE MANAGEMENT1. Clear communication to all stakeholder re. need for new system and anticipated benefits2. Dealing with stakeholder concerns3. Senior leadership to champion the change and become early adopters4. Incentive, reward and penalty system in place to promote complianceContact Drake Intl:[email protected] 25. 10.TRAINING1. Create and rollout up skilling program2. Best accomplished in small groups3. Web-based if possible4. Vendor to provide sufficient hours of on-site or telephonic supportContact Drake Intl:[email protected] 26. THANK YOU FORATTENDINGQuestions?Contact: David DineenContact: Sandy SykoraPhone: 416-216-1067Phone: 416-216-1125Email: Email:[email protected] [email protected] 27. SPECIAL OFFER: Receive a free high level HRAudit of your current processesOBLIGATION FREE!! David Dineen 416-216-1067 [email protected]