Organizational Readiness
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Organizational Readiness

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Organizational Readiness




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Presentation on theme: "Organizational Readiness"— Presentation transcript:

Slide1

Organizational ReadinessPhase TwoPresentation to the Chief Human Resources Officers October 1, 2015

Talent Management Consortium

Slide2

How do we sustain our ability to continuously attract, develop, and retain people with the capabilities and the commitment needed for current and future organizational success?

Sustainability & Successes

Vision of the Future

Assessment of Current Bench Strength – Talent Review

Gap Analysis between Current Skills and Future Needs

Gap Resolution – Develop, Retain, Acquire

Competencies for Key Roles

Structures and Key Roles

Sustainability

&

Successes

7

Vision of the Future

Assessment of Current Bench Strength – Talent Review

Gap Analysis between Current Skills and Future Needs

Gap Resolution – Develop, Retain, Acquire

Competencies for Key Roles

Structures and Key Roles

Slide3

Five Key Sustainability FactorsManagement commitment and accountabilityLink to business and HR strategies and systems (e.g., talent acquisition, performance management, development, and retention)Focus on future requirementsActive work on closing future-focused development gapsSystems are not too broad; processes and tools are user-friendly

Sustainability & Successes

Slide4

For a dynamic organizational readiness model to be sustainable, everyone in the organization should have a Talent Mindset.Executive leadership ensures talent sustainability is a priority and coach/mentor other leadersManagers grow the talent, coaching/mentoring and removing barriers to learning and development.Human Resources serves as accelerators to the talent and facilitate the talent management process.Employees are responsible for their growth, communicating development needs, and taking initiative to learn and develop.

Sustainability & Successes

Slide5

Turnover and RetentionTalent InfrastructureWorkforce ProductivityDiversityEmployee Engagement

Sustainability & Successes

What data already exists in your HR and/or other systems?Which metrics, and to what extent do they, link to your strategic plan and/or principles and values?

Metrics That Matter

are those that measure the impact and successes of organizational readiness and address long-term focus:

Slide6

Sustainability & Successes

Metrics That Matter: 15 Key Questions to Ask

Turnover and Retention

What is our voluntary turnover rate among individuals in key roles? What are the associated costs to the organization?

What percentage of our high performers are at high-risk for departure?

What is our voluntary turnover rate among top performers? What are the associated costs to the organization?

Talent Infrastructure

What is the depth and quality of the successor pool for key positions?

What percentage of our workforce moves internally?

What percentage of our workforce is promoted annually?

Which departments or managers are the best developers of talent as measured by the promotions out of their department?

Workforce Productivity

How differently do we pay top contributors from our average contributors? Is this in proportion to their contribution?

In the last five years, has workforce productivity increased, decreased, or remained the same? What is our relative performance against competitors?

Are we under-staffed in areas where if we added people we would increase our productivity?

Diversity

How diverse is our managerial population?

Is the recruiting pipeline appropriately diverse to ensure diversity in hires and the overall workforce?

Is our successor pool sufficiently diverse?

Employee Engagement

What percentage of our employees are fully engaged and are “doing their best work” at all times? How does this vary across functions and departments?

What percentage of our employees would say they are committed to the organization? Why are they committed?

Slide7

Sustainability & Successes

Best Practices for Sustaining Your Organizational Readiness ProcessAssess Overall DesignImprove Design and ImplementationProcessesToolsKey roles and capabilitiesLink to HR and other systemsConduct Annual Talent ReviewsRevisit Strategic PlanAnalyze Metrics for Trends