How to Transform Your Talent Strategy into a Business Present the business case for linking talent...

Sponsored By:

© 2014 BLR ® and HR Hero® —Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission.

Wednesday, May 21, 2014

2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central

12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific

Presented by:

Sharlyn Lauby ITM Group Inc.

This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be emailed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at www.hrci.org.

How to Transform Your Talent Strategy into a

Business Strategy

How to Transform Your Talent Strategy into a

Business Strategy

Sponsored by

© 2014 Halogen Software. All rights reserved. All contents are confidential.

Today’s Webinar

• Present the business case for linking talent strategy and business strategy

• Outline 6 steps for transforming talent strategy into a business strategy

• Share case studies and success stories


What is Talent Management?

TALENT MANAGEMENT

Talent Acquisition

Compensation

Learning

Performance

Succession Planning


POLL: Does your organization have a formal talent management strategy?

A. Yes, and it’s working well for usB. Yes, but we feel it needs something moreC. Yes and No, we have some components but not a full

strategyD. No, but we’re looking at it


The Business Case for Linking Talent and Strategy

• SHRM• Identifying talent is critical to

business success (88%)• Shortage of talent in their

industry (51%)• Talent shortage could impact

business results (67%)

• Ernst & Young• Greater return on equity (38%)

MoneyMoney TimeTime ProductivityProductivity


1. Follow the Basics

• Simplicity wins• Create the “wish list” then prioritize• Manage change in phases


2. Keep Project Timelines Flexible

• Prepare for delays and unforeseen challenges• Consider how delays impact the user experience• Balance quality, timing, and cost


POLL: Does your organization automate any portion of their talent management strategy?

A. Yes, and it works well for usB. Not yet, but we’re hoping to C. No, it’s not a part of our plans


3. Use Automation and Technology Strategically

• Keeping up with the latest innovations• Early versus late adopters• Focus on the goal


4. Be Accountable

• “Easy and simple” projects still require work• Renegotiate instead of blame• Create a culture of accountability


5. Create Buy-In

• Project sponsors• Internal cheerleaders• Pilot groups and user feedback


6. Consistent Execution and Evaluation

• Most visible part of the process• Communications plan• Modify and reevaluate


Case Example 1Aligning Talent to Business Strategy


Identified Strategic Talent Management Focus Areas

Performance Management

• Create shared processes

• Align approach• Make it Employee centered

• Provide measures of success in the process

Succession Planning

• Mitigate risk in leadership

• Mitigate risk in high risk positions

• Reduce time & cost

Learning Management

• Single point solution

• Gain efficiencies

• Provide self‐service

• Support leaders


Created Buy-In and Accountability for Project Success

• Decision committee• Steering committee• Application owner• Designer/administrator• Administrator for exceptions• Business partners


Selected Technology Partner:Integrated Talent Management Suite

Performance Management

• Halogen eAppraisal• Ensure ongoing Performance Feedback

• Standardized workflow and “forms”

• Drive accountability with managers via automation and tracking

Succession Planning

• Halogen eSuccession

• Leverage performance management results and potential analysis to identify HiPos

• Create leadership talent pools critical to success

• Identify Retention Risks

Learning Management

• Halogen eLearning Manager

• Link Learning to Performance Improvement

• Make it easier for managers to add learning to development plans

• Identify improvements in competency over time


Essential Elements for Success:Priorities for Implementation

• Fixed information gaps• Simplified the steps• Created consistency• Stuck to the basics• Kept timelines fluid• Careful with changes


Measuring & Communicating Desired Results

Employee Centered Manager Accountability

Identify critical talent pools

Support leaders with self-service


Case Example 2Aligning Talent to Business Strategy


Original Talent Management State

Annual review process not

followed, employees skeptical

Process an administrative nightmare ‐ little usable information

No method to measure or report on completed appraisals

Employees not measured against goals or objectives

No employee accountability

No organizational goals/objectives

No manager goals/objectives


A Culture Shift: A Big Picture Plan

• Six years ago, created a new Strategic Plan

• Vision: To become a world-class leader in connecting people to wildlife and conservation

• Detailed a new, aggressive list of company’s strategic high-level goals and priorities


Identifying Organizational Goals & Drivers

• Both internal & external

• Examples:• Competition in our industry• Labor market• Employee engagement/satisfaction issues• Legal consideration• Technology/Budgetary constraints


Conducting a Gap Analysis

• Where was the organization at, compared with where it wanted to be?

• Example:

Gap: Succession Planning

• World leading programs had them• San Diego Zoo did not

Risk: Retention of Talent• Continue status quo• Not be prepared to promote from within• Lose people


A Big Picture Plan for the Future

• Accountability & Pay for Performance

• Better communication

• SMART goals

• Succession planning

• Leadership development


Technology to Support a World-Class Workforce

• Bring talent management processes online to:• Tightly map talent

management strategy to our strategic plan

• Introduce a pay-for-performance system tied to goals

• Increase goal alignment • Increase employee

accountability, recruitment & retention

Needed a talent management solution that could…• Objectively measure

employee performance• Link performance to

compensation• Be easy-to-use for our

non-tech savvy employees


Selection, buy-in and implementation

• In 2005, selected Halogen performance management system • Gradual, methodical implementation• More than 200 managers collaborated on key goals and

competencies

• Within 3 months the solution was running


Talent Management Program Today

• Manager Performance results linked to compensation:• Overall Score: 50% Objectives, 50% Leadership

Competencies• Feeds Merit Matrix for true Pay-for-performance

• “World Famous” brand applied to employees• Employees challenged to be their best• Zoo University & advanced leadership training • All people managers & above hired internally

• Increased organizational alignment• Supports a high-performance culture

• Accountability directly tied to compensation• Increased employee engagement

• Engagement scores have increased 30%


Talent Management Program Today

• Year-round performance journals & ongoing feedback• Established a coaching culture

• Managers & employees have regular performance discussions

• Goals are regularly revisited• Employee development & career progression a

priority• Consistent performance management process• Better reporting

Better at recruiting / retaining our employees


Recap

• Talent management is critical to business success• Create buy-in• Start small• Stay focused• Be flexible• Constantly evaluate

• Talent management technology can offer scalability and standardization

• Integrating talent management to business strategy improves the bottom-line


Questions?

Sharlyn LaubyITM [email protected]@hrbartender

Melany GallantHalogen [email protected] x 4338@Halogensoftware

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.

Sharlyn Lauby is President of ITM Group Inc., a consulting firm that focuses on developing training solutions to engage and retain talent in the workplace. The company has been named one of the Top Small Businesses in South Florida. She is also the author of the blog HR Bartender, a friendly place to talk about workplace issues. The blog has been recognized as one of the Top 10 Business Blogs Worth Reading by the Society for Human Resource Management (SHRM) and SparkHire’s Top 25 Must-Read Blogs for Employers.

Halogen Software’s vision is to help organizations of all sizes build world-class workforces that are aligned, inspired and focused on delivering

exceptional results. Ranked number one in customer satisfaction, Halogen offers the first and only talent management system organically built from the ground up to drive higher performance. The company’s award-winning cloud-based products are designed to automate, simplify and integrate performance appraisals, 360-degree feedback, compensation management, succession planning, job descriptions, learning management and recruiting.

Sharlyn Lauby

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