Post on 16-Apr-2017
transcript
Smarter Workforce Solutions
TELKOM INFO DAY18 November 2015
© 2015 IBM Corporation2
Addressing Talent Gaps is the Top Workplace Challenge Most Concerning the C-Suite
Source: 2014 IBM CHRO study: New Expectations for a New Era: CHRO insights from the Global C-Suite Study
% of CHROs
• 66% anticipate losing business to competitors
• 64% fear a loss of revenue
• 53% anticipate delays in innovation
• 59% face lower customer satisfaction
• 87% say their employees feel more pressure/stress
Accenture 2013 Skills and Employment Trends Survey
CHROs find developing talent to be their largest workforce challenge
CEOs fear gaps in their current talent will directly impact customer success:
© 2015 IBM Corporation3
How can I attract and hire more people just
like my top performers?
How do I foster knowledge sharing and collaboration to drive more innovation?
How do I develop the next generation of leaders for a more global, flexible, and
diverse workforce?
How can I rapidly develop, deploy and optimize skills and capabilities to match emerging opportunities?
How do I know if I’m recognizing and rewarding my employees optimally?
How can I predict what different segments of my
employees need and what actions to take to optimize
business outcomes?
How do I find real-time, hidden, game-changing
insights from data available inside and outside my
organization?
How can I bring people into the organization so they’re productive from
Day 1?
How do I gain continuous insight into what my employees
think of the organization?
How do I know salary planning is aligned with our
business strategy?
Workplace Challenge Most Concerning the C-Suite
© 2015 IBM Corporation4
• Workforce Readiness and Predictive Hiring/Retention (Talent Insights powered by Watsons Analytics)
• Survey Analytics
• Talent Acquisition Suite (BrassRing Applicant Tracking, Assessment Testing and Selection, Onboarding, CRM)
• Leadership Assessment
• Leadership Development
• Engagement Surveys
• Learning Management System (LMS)
• Social Collaboration (Connections)
• Social Learning, Learning Content Management System (LCMS)
• Performance Management• Talent Framework
• CompAnalyst (Market Data)
• Career & Succession Planning
• Compensation Planning
IBM Talent AcquisitionHow you can attract the best talent and get them productive?
© 2015 IBM Corporation6
Organizations Struggle to Find People with the “Right” Skills who Fit into their Organizations
1 Bersin, 2 DDI 3: LinkedIN
“Today’s critical talent shortage is the result of a major mismatch between available skills and needed ones”1
Organizations struggle with the effectiveness of their talent acquisition processes, and continue to rely on subjective ratings2
70% of the Global Staffing Leaders agree that Brand is a Key Driver to hiring top talent. Only 58% of companies has a brand strategy.
© 2015 IBM Corporation77
Ranked #1 as the Industry leading recruitment technology
IBM Recruitment Technology simplifies and improves the efficiency of attracting, assessing, tracking & onboarding talented candidates as they move through the hiring process.
Science based approach to clearly articulate and reflect your organizational culture ensures candidates will fit and thrive.
Employment branding services to help organizations create and articulate corporate culture to attract and hire the best people.
Fully-integrated, highly predictive assessments with a library of 1200 skills assessments and 200 behavioral/cultural/personality assessments to improve quality of hire
Hire the Right People , Right Job , Right Time
© 2015 IBM Corporation8
Solutions and information presented in a design tailored for easy access and immediate action
Persona-based digital experience
simplifies use and enables
social engagement from
any page
IBM SaaS Cloud infrastructure
ensures reliability, performance and
ease of deployment
Talent Acquisition Suite
Feature Rich Solutions for Screening, Assessing , Selection, Hiring & Onboarding of Talent
36 LANGUAGES340M+
APPLICATIONS IN DATABASE
DEPLOYED IN 170 COUNTRIES
1M+ USERS LOG IN PER DAY
50M+ APPLICATIONS
PER YEAR
© 2015 IBM Corporation9
© 2015 IBM Corporation10
© 2015 IBM Corporation11
© 2015 IBM Corporation12
© 2015 IBM Corporation13
© 2015 IBM Corporation14
It takes TOO LONG!
Not easy to hire
associates…
People Business• 80K seasonal
associates• Hired/off-boarded
each year• August-January
hiring cycle
Each professional position not filled added up to millions of lost revenue
• Complex & cumbersome recruitment process
• Understaffed team• Unhappy users and candidates
• Too many steps, too many emails, • Too many hand-offs, too much
follow-up
Customer Case Study - Financial Services CompanySeasonal business, reaches 1 out 6 Americans annually
© 2015 IBM Corporation15
The Results :
• The company is hiring candidates 75% faster, adding
additional revenue to the business.
• Faster hiring, Faster time to productivity.
• Field leaders are spending less time on recruiting and
more time devoted to adding additional value to the
business
• Also Improved candidate experience significantly
• IBM met an aggressive seven-month deadline to
implement its Applicant Tracking (ATS) and
onboarding solutions. SAME DAY HIRING!! ( Down from 12 days)
Customer Case Study - Financial Services CompanySeasonal business, reaches 1 out 6 Americans annually
IBM Talent Engagement How you can listen to the voice of the organization to measure engagement and take actions to ensure it’s as high as possible to boost business results?
© 2015 IBM Corporation17
Thomas Watson, Jr. Former CEO of IBM
I believe the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people.
“
”
© 2015 IBM Corporation18
EngagementSatisfaction
Pride
Advocacy
Commitment
Engaged employees want to perform. They are:
Extremely satisfied with the company
Willing to recommend their company
Committed, rarely thinking about leaving
Proud to work for their company
Enabled employees can perform. This requires that:
Leaders focus on quality and set performance standards
The company uses customer feedback to improve
Employees have the training to perform
Employees cooperate to drive results
EnablementQuality
Teamwork
Customer activation
Skill development
Engagement by itself is not enough. To achieve your goals, you also need enablement.
Profitability
Retention
Absenteeism
BUSINESS IMPACT
Quality
Diversity&
Inclusion
Safety
BUSINESS IMPACT
High Performance Engagement Model
© 2015 IBM Corporation19
1 2 3 4Drive & Sustain Change• Executive summary of
overall results (Story behind the numbers)
• Priority Analysis• Survey Champions
Training• Online Action Planning
tool & resources
It’s All About YOU• Stakeholder
Interviews• Mission, Vision,
Strategy• Values• Competencies• Current Survey
Content• Research Based
Indices- 74 items• Customized Questions
Survey Management Portal• Unique Org Mapper* • Survey Order System
(SOS)*• Barcode Paper
Surveys*• Multilingual –52
languages, and reports translated into 28 languages
• Real Time Response Rate Tracker
• Automatic Email Reminders
• Reporting Solutions • Survey Analytics*
Real Time Dynamic Reporting
• Tailored Reporting Options
• Simple & Easy to Understand
• Manager 2 pager Dashboard
• Data Miner & Graphical Reporting Tool*
• Qualitative Analytics*• Linkage Research
(optional)
*Enterprise Platform only
Largest Global Norm800M Survey item responses 200 countries795 survey projects annually 400 clients globally
© 2015 IBM Corporation20
Connecting employee engagement and key metrics impacts the bottom line for Caterpillar
© 2015 IBM Corporation21
IBM Talent FrameworksHow you can do job and competency modeling better, faster and with more impact.
© 2015 IBM Corporation23
Talent Frameworks – Content Overview Just Released in 2015!
© 2015 IBM Corporation24
The IBM Competency Types
Functional Competencies
Lead
ersh
ipCor
e
Reflects strategy and culture Supports selection and hiring Reflects the leadership pipeline Applicable to all roles
Reflects functional strategy and key skills
Applies to all functional incumbents and candidates
“A combination of knowledge, skills and abilities (KSAs) describing the demonstrable indicators of proficiency.”
Reflects job/role specific knowledge and skills
Well suited for skills assessment, skills inventory analysis and development
Applies to incumbents and candidates by position
Technical Domain Specific Competencies
• Lominger/KornFerry/PDI• DDI
• Internal
© 2015 IBM Corporation25
Competency Implementation – Build vs buy? Accelerate the time to result
Develop and use quickly and update over time. Focus on buy-in and change management processes. Make sure you get to the applications; don’t get stuck
in model development
Get the “big things right”; “don’t dwell on the small stuff”.
Apply existing materials and best practices in developing a rapid draft
Focus on the overall architecture
Key success criteria and themes.
Position models as prototypes for learning how to change behaviors (vs. a perfect output image).
application Integration
IterationLaunch &
Communication ImplementationIBM / IBM Competency Development
80% of the effortRecommended Approach 20% of the effort
Typical Competency Developmentapplication Integration
Iteration
Launch & Communication
Implementation
20% of the effort (if able to move out of development stage)
Typical Approach 80% of the effort
IBM Talent Insights How you can apply analytics easily to any workforce challenge using any HR data
© 2015 IBM Corporation27
HR ProfessionalData Scientists & Statisticians
ITData Access
Analysis
Validation
Collaboration
Reporting
Data Preparation
HR Analyst
Getting insights has never been a straight forward process
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https://www.youtube.com/watch?v=taZh_yYsctM
Powerful workforce analytics that are easy to use Harness the potential of any HR data Cognitive Analytics and deep HR expertise
Understands the Language of HR
Automated intelligence accelerates your ability to answer questions
Think Ahead
Guided analytics reveals insights and opportunities within your workforce data
Tell a Story
Visualizations support your decisions and communicate results
Your HR data
IBM Kenexa Talent InsightsPowered by Watson Analytics
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IBM Kenexa Talent InsightsOpen, for any HR Data
Data Selection / File
Extraction
Data Quality Analysis / Profiling
Data Integration
Data Shaping
Easily connect to workforce data and add customized HR ontologies for a more personalized analytics experience.
Data services to profile, clean and transform data for analysis and create a trusted source of all HR data for analysis.
Accelerate time to insights by leveraging the expertise of over 100 Industrial and Organizational Psychologists.
Define the Business Problem
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Other HR Data
Retention Data
Performance Data
Business Metrics
Expert Consulting
How can we improve high performer retention
within our critical locations?
How can we improve customer loyalty
through workforce drivers?
How can we safeguard our leadership talent pool for critical roles?
How can we mitigate conduct risk?
Are we hiring the right quality of
staff?
What drives employee
engagement?
Are our leaders effective?
How healthy is our talent pipeline for
critical skills?
Skills & Performance
Inventory
Employee Surveys
Hiring Systems
Training & Learning Assets
Leadership Assessments
KENEXA TALENT INSIGHTS ANSWERS QUESTIONS THAT ALIGN HR WITH STRATEGIC BUSINESS DECISIONS.
ANSWER TODAY’S HR QUESTIONS
IBM Kenexa Talent Insightspowered by Watson Analytics
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Single-vendor Strategy
• Unified look & feel• Cross-module
reporting/analytics• Reduced choice; must
utilize all modules from the same vendor to realize the benefits of integration
• Existing investments must be discarded
Multi-vendor Strategy
• Can select the best provider in each area
• Can retain legacy technology investments where it makes sense
• Users must deal with multiple systems
• Cross-module reporting/analytics is difficult
Open Framework Strategy• Can select the best provider in
each area• Can retain legacy technology
investments where it makes sense
• Unified look & feel• Cross-module reporting/analytics
From Single-Vendor to Open HR Strategy
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SMS
Job Distribution
Assessments
Virtual Interviews
Consultants
HRIS Integrations
Work Opportunity Tax Credit
Employment Screening
Job Marketing and CRM
Learning
Recent partnerships
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Easily navigate between apps
Thank you!