tng solutions

Solutions Offerings

THENEWMANGROUP A FUTURESTEP COMPANY

Streamline Operations Eliminate redundant processes, bottlenecks and roadblocks and improve your use of available resources.

Improve ResponsivenessBoost your ability to meet the needs of the business as well as your candidates.

Control CostsDevelop strategies for improving efficiency and controlling or reducing costs associated with talent acquisition.

Gain a Competitive AdvantageFrom social media to new technologies and the latest in strategic thinking, we provide expertise to help you compete effectively in today’s market for talent.

APPLY A PROVEN STRATEGIC APPROACH TO PINPOINT AND ADDRESS TALENT

ACQUISITION CHALLENGES

“They brought an incredible amount of deep subject matter expertise as well as first-hand knowledge of healthcare talent management to help us put forth a plan that would achieve success.”

Margery Geers, Chief People OfficerTake Care Health

“They team played a central role in helping us transform our recruitment function across a highly decentralized and fragmented business model.”

Jason Phillips, Vice President of RecruitmentKaiser Permanente

TALENT ACQUISITION: COMPLEX NEEDS,

CRITICAL BUSINESS IMPLICATIONS

“We’re updating our talent management systems, and I must be sure that our processes and technology work together.”

“Turnover is too high, because we’re having trouble acquiring the right talent.”

“We don’t know how well we’re doing in talent acquisition, because we’re not accurately measuring our success.”

“We’re spending too much money on acquiring talent. How do we fix that?”

Talent Acquisition Strategic Assessment

SERVICES FROM THE NEWMAN GROUP, A FUTURESTEP COMPANY

Copyright © 2011. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.

Phone: 1.877.630.6262 (1.877.NEWMAN2)Email: [email protected]: www.tng.futurestep.comwww.futurestep.com

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TALENT ACQUISITION STRATEGIC ASSESSMENT:

FEATURES AND AREAS OF FOCUS

Key Features

• Three-phase process: project definition, discovery and analysis, and response and planning

• Structured interviews and discovery workshops• Benchmarking• Executive briefings• Maturity overview• Prioritized roadmap for improvement

Areas of Focus

Employment Value Proposition (EVP)

• Your organization's appeal to the expectations and values of the talent it needs

• Focus group and assessment methodology to assess key attributes• Perceptions of candidates and targeted sections of the labor market• Points of “disconnect” that cause lost candidates or

employee turnover, and strategies for improvement

Strategy

• Sourcing strategies and recruiting programs• Internet/print advertising, university relations• Employee referral programs• Social networking• Internal mobility, job posting, career progression

Operational Model

• Evaluation of organizational structure and operational approach• Analysis of options: centralized, decentralized, or hybrid approach• Staff deployment and size, roles and responsibilities

Process and Technology

• Requisition management, sourcing management and assessments• Interview and selection, offer management and onboarding• Talent management solutions, vendor tools, product modules• System capabilities technical performance• User acceptance and adoption• Data flow and relationships between systems• Operational support and change management

Performance Monitoring

• Recruiter productivity and performance metrics• Application of metrics to develop meaningful analytics for the

business

The Newman Group provides consulting support to help companies address their most challenging talent management needs.

Strategic Services

• Integrated talent management

• Workforce planning

• Talent acquisition solutions

• Talent systems selection and

advisory services

Technology Implementation

Services

• Pre-implementation planning

• Program management

• Change management, training

and communications

• Functional design analysis

• Technology optimization

• Analytic and reporting

enablement

Operational Support Services

• User and help desk support

• System administration

• Candidate support

• Vendor management

STRATEGY AND EXPERTISE FOR

TALENT MANAGEMENT SUCCESS

Starting Out or Looking to Improve? We Can HelpWhether you are starting from scratch or evolving your capability, we provide guidance to move your workforce planning effort forward.

Develop a More Predictive Planning CapabilityFrom scenario modeling to detailed data on future talent and hiring needs—we can help you go beyond inventory and headcount to achieve relevant strategic results.

Industry Experience, Best Practice and Technology ExpertiseOur consulting leaders provide a practical perspective in business operations, workforce planning practices, and technology to drive a successful initiative.

A Proven Process, Tailored to Your NeedsA methodical approach to workforce planning will ensure consistency across your organization while enabling flexibility to meet your goals.

Stakeholder Education and Change ManagementAchieve internal “Wins,” build support and get your key stakeholders on board. Our consultants will help you navigate critical change management needs.

APPLY A PRACTICAL STRATEGIC APPROACH TO ADVANCE YOUR WORKFORCE

PLANNING CAPABILITY

WORKFORCE UNCERTAINTY CREATES

BUSINESS ISSUES. HOW DO YOU TAKE

CONTROL?

“What will it take to improve our connection between business strategy and talent?”

“A significant portion of our talent will retire over the next several years. We need to be prepared.”

“How do we break the spiral of turnover and reactive hiring?”

“We’re moving locations and adjusting our business model. How do I know what talent is available and what I’ll need?”

“We’ve done workforce planning, but we’re not satisfied with the results.”

WorkforcePlanning




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WORKFORCE PLANNING:


• Training and/or Educational Workshops

We help you establish a common understanding

and definition.

• Getting Workforce Planning Started

Focus includes defining objectives, building

a team and building internal capabilities.

• Workforce Analytics

Data and analytics helps you understand your

current supply, past trends and future workforce

needs.

• Working with Business Leaders and HR

We help you translate the business plan into

specific future workforce needs.

• Building an Action Plan

Plan development utilizes gap analysis

and scenario modeling.

• Defining Key Metrics and Analytics

This includes development of workforce

dashboards and scorecards.

• Vendor Evaluation

Expert guidance helps ensure that you find the

best technology to support your workforce

planning process.




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advisory services


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The Most Comprehensive Solution forAddressing Both Near- and Long-Term Priorities We enable you to build a strategic vision that tackles immediate needs and lays the groundwork for achieving multi-year objectives.

Beyond Strategy: A Unique Approach to Translate ITM Potential into Operational Improvement Connecting talent disciplines drives efficiency, talent readiness and strategic impact. We focus on helping you identify a specific and actionable plan for achieving ITM success.

Innovative and Proven Assessment ProcessOur approach to ITM draws from proven “black box” analysis principles for defining interactions in complex systems.

Strategic VisionBreak the cycle of reactive plans and initiatives by establishing a realistic and detailed strategic future-state picture of your operations.

Detailed Operational UnderstandingOur ITM consultants draw from deep domain expertise to help you ask the right questions in assessing each of your talent management disciplines.

120-Day Planning FrameworkWith full preparation and availability of client resources, ITM Business Planning can provide complete results in a four month timeline.

GET THE SUPPORT TO BUILD AND OPERATIONALIZE A TALENT MANAGEMENT

STRATEGY THAT ACHIEVES IMPACT

“The ITM analysis from Futurestep’s Newman Group consultants gave us the perspective to determine what we need to do now, and what integration requirements each activity needed to address. This was a careful translation of raw needs into a strategic direction.

Ed Colbert, Global Director of Talent Management Dow Corning

BOARDROOM VISION, OPERATIONAL

SUCCESS: HOW WILL YOUR TALENT

MANAGEMENT STRATEGY DELIVER?

“Our talent management strategy is not clearly driven by our business strategy.”

“We know our talent management processes are not working together, but how do you begin to connect them?”

“We need to operationalize our talent management vision.”

“Our CEO is not going to wait a year for us to develop a plan for talent management.”

“Our talent management projects are often implemented in response to a particular pain. We need to break out of this reactive cycle.”

“We need more than general recommendations; we need a clear action plan for improvement.”

Integrated Talent Management Business Planning




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ITM BUSINESS PLANNING :


Initial Assessment: Connecting Business to Talent Management Goals• Includes detailed research into your business drivers• Identifies corporate objectives, supporting goals and talent

implications• Establishes objectives for each talent management discipline• Identifies priorities and barriers to success for each discipline

Development and Mapping of the Integrated Talent Management Function

Establish Desired ITM Function to Support Business GoalsWe apply a proven “Black Box” approach for aligning interactionin complex environments, covering:

• Workforce planning• Talent acquisition• Learning and development• Succession planning• Leadership development• Performance management• Compensation• Competency management• Underlying technology

Determine Operational Needs for Each Discipline

• Objectives• Activities• Inputs and suppliers• Outputs and consumers• Assumptions

Create a Detailed Representation of the ITM Goal

• Schematic representation provides a high-level view and covers detailed functional interaction

• A powerful education and planning tool

Examine Current Operations

• A detailed examination compares each discipline today with the needs of the future-state ITM goal

• Identification of requirements related to process, technology and organization for each discipline

• An “ITM maturity” overview for each discipline pinpoints high-priority needs

Create a Detailed Multi-year Project Roadmap

• A detailed timeline outlines key initiatives for evolving talent management functions

• Prioritization of projects focuses on discipline maturity, urgency, impact on other projects, and ability to deliver early “quick wins”


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• List

The Latest Thinking, from Social Media to Integrated Talent Management Our consultants keep a constant watch on the technology marketplace, and their insight is frequently featured in publications and presentations at industry events. Deep industry knowledge helps ensure that you keep your technology strategy moving forward.

ROI and Business-PerspectiveWhat makes an effective technology strategy or decision? We provide guidance on aligning business and talent management priorities, defining goals, and measuring outcomes.

Applying Technology Innovationfor Practical SolutionsThe solutions marketplace is evolving fast. We help you make sense of the new players and the new features, and pinpoint the solutions that are uniquely suited to address your business needs.

An Objective Evaluation and Selection Process For organizations implementing or upgrading their talent management systems, we provide a structured process to establish business needs, define technology requirements, and objectively evaluate and select solutions and providers.

GET THE TRUSTED GUIDANCE TO ENSURE YOU MAKE THE RIGHT TALENT MANAGEMENT

TECHNOLOGY DECISIONS FOR YOUR ORGANIZATION.

IS YOUR TECHNOLOGY STRATEGY

DELIVERING ON YOUR BUSINESS AND

TALENT MANAGEMENT DEMANDS?

“We need to choose and implement a new system for our talent operations, and we must get it right?

“How do I stay on top of a technology market that is constantly changing? Will my provider be acquired?”

“I need more than impressive features in my solution—I need to demonstrate business ROI.”

“Making a technology decision today is much more difficult than it was five years ago. We are struggling with the complexity.”

“We need guidance from someone with a deep understanding of where talent management technology is going tomorrow.”

Talent Systems Selection and Advisory Services




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TALENT SYSTEMS SELECTION AND ADVISORY

SERVICES: FEATURES AND AREAS OF FOCUS

Vendor Landscape Workshops and Education

• Sessions aimed all levels of decision making,

from executive to line-level

• A complete view of technology industry

• In-depth look at relevance to your unique

business needs

• Half- or full-day sessions

Structured RFP and Evaluation Support

• Internal needs assessment

• RFP/RFI creation

• Vendor analysis

• Due diligence, demonstrations, usability testing

• Finalized selection

• Contract negotiation and execution

Strategic Advisory

• Building the business case for technology

investment (tailored to your business)

• Integration strategy: between talent

management functions and between talent

and broader business systems (ERP)

• Examination of current technology with

consideration for innovations in the market

• Cost analysis: a health check on your talent

management technology budget




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Business Perspective and Technology Expertise We have the unique combination of business-first perspective and deep technology expertise to align your implementation for real ROI.

A Proven Methodology A proprietary engagement methodology provides the structure for success while enabling flexibility for changing demands.

Implementation Leadership, Tailored to Your NeedsNo two organizations are exactly alike, so our implementation support is designed to support your unique business conditions and objectives.

Vendor Management Know-howWe know the right questions to ask your vendor, and we know how to ask them, helping you establish clear expectations and gain a better understanding of any challenges.

Project Management ExcellenceFrom coordinating internal and external resources to change management and communications, we provide a proven, established process.

Organizational ExperienceWe know what works, what doesn’t, and how to drive success, regardless of your organization's size and structure.

LOOKING FOR A CLEAR PATH TO A SUCCESSFUL IMPLEMENTATION?

WE HAVE THE EXPERTISE YOU NEED

A TECHNOLOGY DEPLOYMENT IS A CRITICAL

INITIATIVE. HOW DO YOU MAKE SURE YOU

GET IT RIGHT?

“I need a partner who knows how to lead, speaks the vendor’s language, and has my best interest in mind.”

“The CEO doesn’t care about features and functions. This solution must deliver for the business.”

“With so many people and moving parts to this project, I must find someone I can trust to keep it under control.”

“Our company has some very specific needs. I can’t afford to trust a one-size-fits-all solution.”

Talent Systems Implementation




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TALENT SYSTEMS IMPLEMENTATION

SERVICES: FEATURES AND AREAS OF FOCUS

Essential Support• Project management• Global implementation strategic planning• Change management • Technology implementation management• Training management• Testing management• Business metrics definition

Areas of Expertise

Key Technology Providers

• Taleo• Kenexa BrassRing• ADP VirtualEdge• SilkRoad• SuccessFactors

Talent Management Functions

• Talent acquisition• Onboarding• Performance management• Competencies• Integrated talent management

Strategic Business Needs

• Linking technology strategy to business strategy• Integration/coordination between new and deployed

solutions• Measuring performance, capturing data and

improving ROI• Sustaining adoption and internal support

Business Focus

Clients Span All Facets of Business Operations

• Global complex enterprises• Medium size businesses• Departments or business units• All major industries, from retail to finance, healthcare,

public sector and technology




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The Latest Expertise for Your SolutionsTake advantage of industry expertise and up-to-date knowledge of today’s key talent management technologies.

Communication with Candidates, Internal Users and VendorsOur support team takes on your continuing communications needs, including interaction with all users and resources.

ConsistencyEnsure that your systems are managed consistently and deliver results and performance for all users, regardless of role or location.

ComplianceDedicated support and expertise improves your ability to maintain compliance with employment regulatory needs.

Global SupportOur resources provide a highly responsive solution for supporting your systems across multiple regions.

KEEP USERS HAPPY AND TALENT SYSTEMS IN SHAPE, WITH DEDICATED SUPPORT

FROM AN INDUSTRY LEADER

“Our systems administration and support partners ensure that we get the most out of our investment in talent technology. They are vital to the success of our talent acquisition function.”

Jina Yoo, HRIS Application Support SpecialistMaxim Healthcare

HOW DO YOU ENSURE CONTINUED

PERFORMANCE AND VALUE FROM YOUR

TALENT TECHNOLOGY INVESTMENT?

“We need faster answers to our user questions and problems.”

“We may be losing critical talent due to the poor candidate experience with our system.”

“We need a site administrator for our talent system.”

“We don’t want to devote our in-house resources and expertise to running our talent management system.”

Talent Management Systems Administration




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TALENT MANAGEMENT SYSTEMS

ADMINISTRATION SERVICES:


Help Desk Support

• User account setup

• Questions and resolution

• Maintenance and guidance

• Satisfaction tracking

System Administration

• Workflow management

• Documents and templates

• Source tracking

• Other operational needs

Candidate Support

• Errors, password reset

• Navigating company career information

• Completing the application process

Vendor Management

• Problem escalation

• Technology updates

• Questions and support

Expertise in Key Technologies, such as:

• Taleo

• Kenexa BrassRing

• ADP VirtualEdge

• SilkRoad

• SuccessFactors




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advisory services


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tng solutions

Business

acquiring talent

right talent

talent managementmargery

astalent acquisition

focus group

proven strategic approach

strategic thinking

newman group