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Vision of the Future Assessment of Current Bench Strength – Talent Review Vision of the Future Assessment of Current Bench Strength – Talent Review

Vision of the Future Assessment of Current Bench Strength – Talent Review - PowerPoint Presentation

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Uploaded On 2018-11-15

Vision of the Future Assessment of Current Bench Strength – Talent Review - PPT Presentation

Gap Analysis between Current Skills and Future Needs Gap Resolution Develop Retain Acquire Sustainability amp Successes Processes and Tools Development of High Potentials To F ill Critical ID: 729396

gap development develop resolution development gap resolution develop program future assessment practices management ucsd high amp retain acquire skills

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Presentation Transcript

Slide1

Vision of the Future

Assessment of Current Bench Strength – Talent Review

Gap Analysis between Current Skills and Future Needs

Gap Resolution – Develop, Retain, Acquire

Sustainability & Successes

Processes

and ToolsDevelopment of High Potentials To Fill Critical RolesCareer Development Process & Website Organizational Readiness and Talent ReviewIndividual Development PlansRetention Outlook ProcessRecruitment PlanStaff Talent Profiles

Competencies for Key Roles

Gap Resolution – Develop, Retain, Acquire

Structures and Key Roles

Gap Resolution- Develop Retain Acquire

6Slide2

Step 6: Gap Resolution

Present & FutureGaps

RetainAttract

DevelopSlide3

“Develop” Best Practices:Develop high potential employees for future gapsExamples:UC Davis Administrative Officers for the Future: One-year program for development administrative officers.UCLA

Management Development Certificate: Series of 10 workshops for development of management skills, including a 360 assessment.UCSB Student Affairs Management Development Group: Two-year leadership development program.UCB Supervisor Personnel Policies and Practices On-Line Assessment: identifies where supervisors are weak and prescribes specific trainingUCR - Building Core Supervisory Competencies Program: Eight-month program, one eight-hour course per month it emphasizes participation and practice of supervisory skills through the use of self-assessment inventories, case studies, lecturettes and small group exercises.UCOP – MSAPUCOP - MDPStep 6: Gap ResolutionSlide4

“Retain” Best Practices:Step 6: Gap ResolutionHire the right person in the first place.

Accurate Job description Strong employee development programs contribute to retention:Leadership Academy/RetreatUCIUCDUCSCUCLA HealthFormal high potential programs (HIPO) Mobility and Innovation (Rotational Programs)UCLA – Staff Enrichment, New Administrator CertificateSlide5

“Attract” Best Practices:Step 6: Gap Resolution

Staffing plans for strategic acquisitionsUse of a system to collect staff profiles in a searchable database for easier internal recruitments.Employees can be excellent recruiters – They know the people in their field, who they want to work with and who they don’t.LinkedIn Recruiter is useful for hard to fill positions.

– Many candidates are passively open to a new opportunities. This technology brings back traditional recruiting where the UC recruiter is more active in the search.Veterans and disabled are essential to recruiting. The OFCCP, when auditing are specifically looking for these effective outreaches.

UCSD: The Student Apprenticeship Program (SAP) recruits and trains UCSD undergraduates who are interested in a career at UCSD. Competency-based recruiting/Interview questions by competency UCIUCI HCUCOPUCLA HC