Julie Radlin
March 25, 2010
The Logic of Talent Management
– And How to Accomplish It
Agenda
Talent Management Defined
Step 3 - Vitality
Step 2 - Functionality
Wrap Up
Measuring Impact
About Green Shield Canada
Step 1 - Focus
• Founded in 1957 - Pioneer
• Specialist in health & dental
claims administration
• Annual revenue $1.2 Billion
• Servicing over 1.3 million
Canadians
• 18 million claims processed
• 475 employees
• Leadership priority
• Employer of choice
• Social responsibility
Who We Are
Talent Management Defined
A. Jackson
C. Thomas
R. Raburn
D. Kelly
A. Everett
R. Santiago
B. Dlugach
S. Sizemore
R. Santiago
B. Dlugach
J. Damon
R. Raburn
C. Guillen
C. Thomas
W. Ramirez
M. Ordonez
C. Thomas
R. Raburn
D. Kelly
W. Ramirez
M. Cabrera
C. Guillen
D. Kelly
B. Inge
D. Kelly
J. Larish
R. Santiago
J. Verlander
R. Porcello
M. Scherzer
J. Bonderman
A. Galarraga
E. Bonine
N. Robertson
D. Willis
G. Laird
A. Avila
R. Diaz
Bullpen – 11 players
DH – 3 players
Depth Chart
Why Talent Management?
-businesses are humans!
-the talent shortage is real
-GenY talent are less likely to be Managers
-strong leadership is essential
-ROI to nurture internal talent
-peak performance of talent is required for peak performance of a business!
Do it…your success depends on it!
Talent Management Defined
Right employees.
Right positions.
Right time.
Right performance.
Talent Management Defined
H.R. PLANNING
RECRUITMENT
EMPLOYEE
DEVELOPMENT
SUCCESSION
PLANNING
PERFORMANCE
MANAGEMENT
TOTAL
REWARDS
TALENT
MANAGEMENT
B
U
S
I
N
E
S
S
S
T
R
A
T
E
G
Y
B
U
S
I
N
E
S
S
R
E
S
U
L
T
S
Step 1 - Focus“concentrated effort or attention”
Focus on “A” Positions-positions that are essential to achieve or sustain strategic business objectives
Step 1 - Focus“concentrated effort or attention”
A B or C Position - Finance
Questions?
Vice President,
FinanceController
Cost
Specialist
Regulatory and
Audit
Specialist
Supervisor,
Finance
5 - High Impact
4 - Medium/High Impact
3 - Medium Impact
2 - Low/Medium Impact
1 - Low Impact
What is the impact of this position with
respect to Company strategy:
A) Revenue Growth 4 3 2 4 2
B) Innovation 4 3 2 3 2
C) Customer Service 5 3 2 5 3
What is the impact of this position to
influence key stakeholders? 5 3 1 5 2
What is the impact if this position was
vacant for an extended time or filled by
the wrong person? 5 3 3 4 2
What is the risk that the required
competencies are difficult to recruit /
find? 4 3 1 5 1
What is the level of variability in
performance in this position? (5 - High; 1
- Low)
5 4 2 5 2
Overall, how would you rate this
position with respect to organization
impact?5 3 1 4 1
TOTAL POINTS 37 25 14 35 15
A = 31 to 40 points A B C A C
B = 21 to 30 points
C = up to 20 points
Step 1 - Focus“concentrated effort or attention”
Focus on “A” Positions-positions that are known to be created or vacated in the upcoming two years
Step 1 - Focus“concentrated effort or attention”
V.P., Finance
Controller
Cost Specialist
Regulatory & Audit Specialist
Supervisor,
Finance
Jr. Accountant
A/P & A/R ClerkSuccession
Plan Required
Step 2 - Functionality“serving a purpose well”
Taking Action-best practices in recruitment and selection
-organization design and role “tweaking” (start? stop? continue?)
-investment in training and development (individual or team)
-mentoring and coaching for performance and succession
Remember – focus on “A” Positions
Step 2 - Functionality“serving a purpose well”
Succession Planning Evaluation-strategy
-tactics-execution-operations-leadership
Ratings include: Strong (S); Potential (P); Development Required (DR); and Weak (W)
Step 3 - Vitality“the capacity to survive and grow”
Role of the HR Leader-be a “business Leader with HR expertise”
-prioritize talent management projects based on value to the business
-be proactive and demonstrate excellent project management skills
-measure and communicate results/impact
Measuring Impact
Questions to ask-what business/department metrics exist for that position?
-how is performance in that position assessed as part of performance management processes?
# invoices processed/month; # complaints resolved in 24 hrs (%); # calls/hr.; systems up-time (%); % accuracy; # on-boarding training hours
-is there positive impact that is less tangible
employee engagement, leadership “bench strength”, participation in team meetings
-readiness/business capability
Wrap Up
„411‟ not „911‟
Wrap Up